Labour Economics and Industrial Relations

1960’ların sonrası, 12 Eylül’ün öncesi, kimilerine göre yitik ve karanlık bir “ara dönem”… Türkiye’nin 1970’li yıllarını merak edenler için detaylı ve aydınlatıcı bir başucu kitabı.

•12 Mart Muhtırası, Anayasa değişikliği, hürriyet gömleğinin daralması, radikalleşme…

•Ecevit, Kıbrıs Bunalımı, TÜSİAD, 24 Ocak kararlarına giden yol…

•Süleyman Demirel, Milliyetçi Cephe Hükümetleri, anti-komünist şahlanış, Aydınlar Ocağı…

•Alparslan Türkeş, Ülkücü Hareket, komünizme karşı paramiliter mücadele…

•Necmettin Erbakan, Millî Nizam, Millî Selamet, Akıncılar, mücahitler…

•15-16 Haziran, Kanlı 1 Mayıs, Maraş Katliamı, “darağacında üç fidan”…

•DİSK, İlerici Kadınlar Derneği, emek ve kitle örgütleri…

•Müzik, sinema, edebiyat; sanat ve siyaset ilişkisi, plaklı propaganda…

Mete Kaan Kaynar’ın hazırladığı derlemeye Sevgi Adak, Emel Akal, Pınar Akarçay, İsmet Akça, Mehmet Ö. Alkan, Murat Arslan, Sernaz Arslan, Şükrü Aslan, Gökhan Atılgan, İlker Aytürk, Tanıl Bora, Funda Şenol-Cantek, Yalçın Çakmak, Aziz Çelik, Kadir Dede, Veysel Dinler, Selçuk Duran, Evren Eken, Arda Ercan, Çağdaş Görücü, Veysel Ergüç, Çimen Günay-Erkol, Bora Gürdaş, Kerem Hocaoğlu, Süleyman İlaslan, Mete Kaan Kaynar, Nurettin Kalkan, Nuray Keskin, Bayram Koca, Selçuk Koca, Bilsay Kuruç, Murat Meriç, Levent Odabaşı, Asım Öz, Gencer Özcan, Celal Oral Özdemir, Hüseyin Özel, Güven Gürkan Öztan, Selman Saç, Ayşem Sezer-Şanlı, Burcu Sümer, Tuncay Şur, Anıl Varel, Kerem Yavaşça, Yavuz Yıldırım, Mete Yıldız, Mehmet Yüce ve Yelda Yürekli yazılarıyla katkıda bulundu.

The paper examines variation in union density in advanced Western countries. It employs newly updated data on unionization which show that differences among industrialized Western nations persist overtime. The analysis includes examination of the role of corporatism, Left party power, Catholic party power, ethnic and linguistic diversity, the religious composition of the population, size of countries and labor force markets, proportion of the government and industry employment, government‟s share of GDP revenue. In addition to cross-national statistical analysis, union density rates are examined by major geographical and cultural clusters of countries, i.e., Northern countries, the Low Countries, English-speaking countries, German-speaking countries and Southern countries. We focus on divergence of union density between the United States and Canada, which belong to the same cluster of Western nations and have similar economic structures. We examine the role of social values and structural, economic, and political factors in divergence of unionism in Canada and the United States. Our analysis employs 1996 Lipset-Meltz survey data on attitudes towards unions in the United States and Canada as well as data from other surveys, such as the World Values Surveys.

This article analysis Governments and interest group’s intermediation of employment interest under neo-corporatism to understand young third-country immigrants’ transition to work in  Czech Republic, Hungary, and Poland. Existing research pointed to neo-corporatism that  emphasize large interest group organization cooperates with each other and with public
authorities in interest intermediation to reconcile competing group’s interest with the public,  but the governance leads to inequality. Although neo-corporatism involves regulatory  weakness, there is still little research in Central Eastern European (CEE) countries explaining  Government and interests’ group intermediation of employment interest under neo-corporatism to understand young third-country immigrants’ transition to work. Based on a  qualitative cross-national case-oriented research approach with fewer-country comparison,  documents, published and unpublished scholastic texts are collected and analysed by a  document and content analysis technique to fill in this gap. The findings show that exchange  interaction, industrial restructuring, and compliance monitoring instruments are a major  perceived influence in neo-corporatism governance with a lack of public value accountability  that may impair the reconciliation of social dispute when looking at issues such as young third-country immigrants and socioeconomically disadvantaged groups in interest  intermediation setting. The study demonstrates certain decentralised multilevel corporatist  governance similarities but dissimilarities from the country’s institutional context. The  outcome points to regulatory administrative devices to manage interest group’s crisis and  young vulnerable people’s employment opportunities. This is relevant to bureaucratic  accountability and deliberate democracy, but the risks to democratic deficit, competitiveness,  political inequality, and inefficiency in the complex policy implementation process may  impair ethnic minority people’s belongings, jeopardize public the trust, and hampered open democratic values.

Employee State Insurance (ESI) Scheme is a huge social security for the employees in the organization. ESI is completely different from insurance that is provided for general public. It supports full medical care and reasonable economic assistance to the beneficiaries for benefits like sickness, maternity, disablement and death due to employment injury. It is one of the most effective measures available to the employees in working environment. The purpose of the study is to analysis the awareness and effecti ve Utilization of Employee State Insurance (ESI) policy in Tata International. The study also attempts to review the varied Employee State Insurance (ESI) benefits available to the workers within the organization. A study questionnaire was framed and given t o the workers to seek out awareness and therefore the effects of utilization of Employee State Insurance (ESI) policy in Tata International using tools through SPSS software.

Bengal in the first half of the eighteenth century was a prosperous and flourishing province, noted for its wealth and manufactures. It was this affluence which induced the contemporaries to describe Bengal in such terms as 'Paradise of Nations', 'the Paradise of India', or 'the realm of Paradise'. It was the same lure of wealth which also brought to the shores of Bengal a host of foreign merchants from far and wide, including a great many Europeans of diverse nationalities. Their travel accounts and descriptions were no less copious in glorifying the land which had 'a hundred open gates to enter...and not one to come away again'.

The wealth of this nation was created of course by the bounteous soil of the region which produced a wide variety of agricultural commodities like rice, wheat and other grains, sugarcane, cotton, opium, indigo, oils of different kinds and vegetables. Other economic products found in abundance were lacca, wax, long pepper, salt and saltpetre. But more than anything else Bengal was then the general storehouse of a wide variety of cotton and silk products not only for Hindustan of the Empire of the Great Mughal, but also for the Kingdom and for Europe itself. The goods so manufactured were not only known for their exquisite fineness and delicacy of workmanship but were also relatively cheap. Bengal's industrial economy during the pre-colonial period compared thus very favourably with that of any nation on earth.

In this chapter, an attempt will be made to study the state of the major indigenous industries during the colonial period. An attempt will also be made to explain the causes of their ultimate collapse. In this connection, the role of the state which could stimulate or inhibit industrial development would be looked into to ascertain the real motive of British rule. Did they create an appropriate climate for promoting and encouraging indigenous industrial enterprises? Was the destruction due to natural causes or was it deliberate? The economic policies of the colonial state in relation to industries need, therefore, also to be looked into to ascertain the total effect of such policies on the domestic manufacturing industries.

Relatively little is known about the youth labour market in Mongolia. This paper studies returns to education of 15-29-year-olds by taking advantage of a recent ad hoc School to Work Transition Survey. Based on augmented Mincerian earnings equations, education and work experience appear to be important determinants of earnings. Vocational does not provide higher wages than compulsory education. Factors bearing wage gains include: living in the capital city and in urban areas in general. Factors bearing wage penalties include: gender, informal work, training, using informal job search networks, herding. Union membership, being a migrant, the civil status are wage neutral.

El artículo tiene como objetivo abordar los conflictos de la empresa MercadoLibre con los representantes de los gremios de Camioneros y La Bancaria, dos tradicionales gremios de los sectores logístico y financiero de Argentina. Atendiendo a las características más distintivas de la empresa, así como su trayectoria, se pretende dar cuenta del poder de mercado que ha ido conformando tanto a nivel local como regional. De los conflictos analizados se concluye que la empresa estudiada representa un caso reciente y novedoso de cómo evitar los límites legales y laborales que despierta preocupación tanto para los Estados como para el devenir de las organizaciones de los trabajadores.

Emek piyasaları ve çalışma, ekonomik sistemler ve iktisadi yaklaşımların bir nevi muğlâk alanı olarak kabul edilebilir. Bu alana ilişkin kavramsal çerçeve, günümüzde çalışma olarak ifade edilen faaliyetlerin tarihsel dönüşümü ve iktisadi yaklaşımların ekonomiye ilişkin teorik izahatları emek piyasalarının açıklanmasında anahtar öneme sahiptir. Bu çerçevede emek piyasaları, iktisadi yaklaşımların genel ekonomiye ilişkin değerlendirme ve önermelerinden yola çıkılarak analiz edilebilir. Böyle bir çözümleme, günümüzde emek piyasaları ve çalışmaya ilişkin gerçekleşen değişimlerin anlaşılmasına katkı verecektir.
Bu kitapta emek piyasalarına ilişkin kavramsal çerçeve, kapitalizm öncesi üretim faaliyetleri, tarihsel bir perspektifle çalışma olarak ifade edilen faaliyetlerin değişimi, ekonomik sistemler ve iktisadi yaklaşımların çalışma ve emek piyasalarına ilişkin teorik önermeleri ve bunların pratikteki karşılıkları ve nihayet küreselleşme sürecinde emek piyasaları ve istihdamda gerçekleşen değişimlerin ortaya konulması ve eleştirel bir gözle değerlendirilmesi amaçlanmaktadır.

This article examines attitudes and behavior of white-collar employees and professionals towards unions in the framework of post-industrial economy which challenges traditional industrial and manual-based model of unionism. We use data from a 1996 survey of union members and non-members, other surveys and government reports. White-collar employees still have lower rate of union membership than blue-collar workers. However, unionism among some groups of professionals, such as teachers, has grown significantly. Stratification variables and public employment remain important determinants of unionization. Variation in the rate of adherence to unions is inversely related to membership in professional associations.

This paper summarizes the key findings from the report "The Italian Road to Recuperating Enterprises and the Legge Marcora Framework: Italy's Worker Buyouts in Times of Crisis." The report homes in on worker-recuperated enterprises (imprese recuperate dai lavoratori) in Italy, specifically focusing on Italy's worker buyouts (WBOs)—the form of worker-recuperated enterprise predominating in Italy—facilitated by its Legge Marcora (Marcora Law) framework. Reviewing the key sections and findings of the full report, this summary paper first offers a definition of WBOs as a subset of worker-recuperated enterprises. It also addresses the most common scenarios from which WBOs emerge globally. It then overviews Legge Marcora's legal and financial framework, and situates the emergence of Italian WBOs since the early 1980s as direct responses to market failure, business closures, rising unemployment, and, with the most recent WBOs, coinciding with the Great Recession and subsequent austerity measures that continue to negatively impact the country. The paper finally discusses key findings from our research on WBO creation in Italy, touching on their most salient demographic and geographic particularities. Throughout, the paper and the full report distinguish Italy's WBOs as exemplar because of their resilience in times of crisis, and the inclusion of multiple stakeholders in its WBO framework, namely: workers, the cooperative sector, and the state.

C’è una parte di umanità in esubero, esclusa, emarginata. Una parte che potrebbe sparire da un giorno all’altro e la cui sparizione farebbe sobbalzare solo gli indici della statistica. Una parte che non ha altro da perdere che le proprie invisibili catene.
È dunque necessario che lo scandalo del lavoro precario avvenga, per mettere in moto il pensiero critico, per innescare logiche di resistenza, per dare vita a un nuovo potere costituente.
Senza questo scandalo non si riuscirebbe a sbirciare dietro la maschera per vedere il vero volto del capitalismo selvaggio. Una potente locomotiva che corre su binari d’oro, messi in posa da schiavi senza volto.

Bu çalışmada, endüstri ilişkileri ve insan kaynakları yönetimi kavramları incelenmiş ve tarihsel süreç içerisinde geçirdiği değişimler ve buna bağlı olarak üstlendikleri konular ve amaçları üzerinde durulmuştur. Endüstri ilişkileri kavramı, Endüstri Devrimi ile birlikte ortaya çıkan ve tarih boyunca çalışma hayatındaki sorunların çözüm yollarını arayan bir alandır. Endüstri ilişkileri bu alandaki sorunlar konusunda kolektif çözümlerden yanadır. İnsan kaynakları yönetimi kavramı, işletmeler için son derece önemli olan insan kaynağının en verimli şekilde kullanılabilmesini amaçlayan bir yönetim sürecini ifade etmektedir. İnsan kaynakları yönetiminin temel amacı, işletme hedefleri doğrultusunda hem işletme çıkarlarını hem de bireyin çıkarlarını aynı çizgide birleştirerek, örgütsel verimliliği ve kaliteyi artırmaktır. İnsan kaynakları yönetimi işgücü sorunlarına daha çok bireysel çözümler aramakta işveren ve işçi arasında bir çıkar birliği sağlanabileceğini savunmaktadır. Her iki alan da çalışma ilişkilerindeki sorunların çözümü üzerinde durmaktadır. Ancak çözüm yolları noktasında bazı temel farklılıklar ortaya çıkmaktadır. Bu çalışmada, endüstri ilişkileri ve insan kaynakları yönetiminin ortak ve farklı yönleri incelenmiş ve mevcut durumdan yola çıkarak gelecek için öngörülen senaryolar ile ilgili bir değerlendirme sunulmuştur.

Anahtar Kelimeler: Endüstri İlişkileri, Endüstri Devrimi, İnsan Kaynakları, İnsan Kaynakları Yönetimi

دور تفتيش العمل في حماية العمالة الوافدة بدول الخليج العربية، المركز العربي لإدارة العمل والتشغيل.

The role of labor inspection in protecting migrant workers in the GCC countries, Arab Center for Labor Administration and Employment, ILO .

Le rôle de l'inspection du travail dans la protection des travailleurs migrants dans les pays du CCG, Centre Arabe pour l'Administration du travail et l'Emploi, OIT .

Nigeria is the largest recipient of remittances in sub-Saharan Africa and literature suggests that impact of remittance inflows depend on the country’s specific characteristics. Most studies on remittances in Nigeria are on its impact on economic growth, inequality and poverty reduction. In a bid to create more knowledge, the study examines how remittances to Nigeria affect labour force participation using propensity score matching (PSM) with data sourced from 2015/16 Nigerian General Household Survey (GHS). The results of propensity score matching reveals that receipt of remittances increased both labour force participation for non-farm economic activities and labour force participation in urban areas, perhaps as a result of investing received remittances in new business ventures. In addition, remittance inflows raised economic activeness of the younger members of the labour force who constituted a greater percentage. Our paper therefore recommends the proper functioning of institutions aimed at facilitating remittance inflows as well as enhancing the utilization of such remittances in industry-based business start-ups.

Keywords: labour force participation, migration, remittance, sustainable growth, unemployment
JEL: J21, J61, J89, O15, J64

Teamwork in the automotive industry varies significantly from plant to plant. This book compares teamwork in four final assembly plants in Germany and the UK: the Opel Eisenach and a Mercedes factory in Germany, and the Vauxhall Luton and Nissan Sunderland plants in the UK. The plants in Eisenach and Sunderland are relatively new, and were from the outset organised around the principles of Lean Production.
The book addresses two questions: Firstly, can different models of teamwork be conceptualised with a simple, bi-polar model of teamwork, showing either innovative or structurally conservative characteristics? Secondly, do current models of teamwork signify a development towards post-fordism, as suggested by some researchers, or are they merely part of a neo-fordist rationalisation of production?
The following answers are suggested: Firstly, teamwork in different motor-car plants cannot be categorised in a bi-polar model; these different models of teamwork rather represent a continuum. Secondly, while teamwork moves manufacturing away from traditional taylorist models of production, it does not overcome Taylorism altogether.

Günümüzde ulusal sınırları aşan Suriyeli sığınmacı göçü, II. Dünya Savaşı sonrası uluslararası ölçekte karşılaşılan en büyük insani krizdir. 2011 yılından bu yana Suriye'de yaşanan çatışmalar, ülke nüfusunun neredeyse yarısını zorla yerinden ederek, bölge ve AB ülkelerini hedefleyen göç hareketini tetiklemektedir. Bu göç hareketinin neden olduğu sorunları anlayabilmek ve bu sorunlara çözüm üretebilmek için, öncelikle söz konusu hareketin öz-nesi olan sığınmacıların hukuki statüleri ve mevcut durumdaki haklarının anlaşılması gerekmektedir. Bu amaçla yapılan çalışma, AB ve Türkiye'deki göç hukukunun gelişim süreçleri, modern göç hukuku yaklaşımları ve Suriyeli sığınmacılar özelinde izlenen politikaları açıklamaya çalışmakta ve karşılaştırmalı bir değerlendirme sunmaktadır.

Historically, technological improvements that develop the production process have been one of the most determinants for industrial revolutions. Recently, it is suggested that the last point that production technologies have reached points out a new industrial revolution as it means that it is Industry 4.0-the fourth industrial revolution. The usage in the industry of advanced technologies such as artificial intelligence, nanotechnology, quantum computing, synthetic biology and robotics is regarded as the beginning of Industry 4.0. It is expected that Industry 4.0 creates better prospects in the production process while bringing with some changes in social, economic, environmental and political systems. Undoubtedly, among those changes, employment issues and the future of work take part in at the top. With the transition to Industry 4.0, some suggest that automation and robots are more likely to replace many jobs performed by labour and lead to massive job losses, others claim that Industry 4.0 will provide net employment increase by creating new jobs and employment fields. Nevertheless, the effect of Industry 4.0 on employment and the future of work is still keeping ambiguous. In this regard, the paper aims to present a literature review to discuss the possible effect of Industry 4.0 on employment and the future of work. In the result of the literature review, it is concluded that with Industry 4.0, there will be an increase in demand for human resources that hold new qualifications and skillsets, however, it will bring with increases in the gig economy with precarious, the lack of bargaining power and legal protection, in non-standard working forms and in unemployment and underemployment risks.

he increase of ixed-term work has led to diminished job security. It appears that the diferent types of employees do not evenly work on this basis. Young employees, women and poorly educated employees relatively often have a temporary labor contract. he role of the unions has proved to be important in this respect, consolidating the interests of their members. hey have little to gain from increased lexibility in the dismissal legislation; ixed-term workers, by contrast, beneit from such changes as their chances to be employed on a permanent basis increase. he various interests can only properly be balanced by changing the law in such a way that employees' contracts depend on their capabilities rather than on irrelevant factors.

Zimbabwe has been facing multiple crises: job crisis, currency instability, rising inflation, fuel shortages, widespread labour unrest, increasing poverty against a backdrop of a shrinking economy. Given these problems, there have been expressions by many actors and social commentators that the country’s current problems can be resolved through a process of social dialogue. The question is: Can social dialogue solve the current teething problems the country is facing? Can social dialogue work when social partners are polarized along political lines? Furthermore, what are the expectations of the key stakeholders in terms of a workable social contract? How best can it be implemented? Can government afford to go it alone? Or can it go along with business? Alternatively, can it go with the support of multi-lateral agencies? What effect does a social contract have on the power of the executive, parliament and cabinet? What is the TNF? What legal basis does it have?  Are the problems beyond a social contract?  If social contracts result in compromises, can the current problems be solved by compromises and half solutions? The paper analysizes these issues.

The relationship between work-life balance and job satisfaction was investigated in this study. It was also planned to look into the influence of certain demographic factors in predicting work satisfaction. The WLB scale developed and standardized by Unnimaya P.S. (2018) on the target sample was used in this study and for the job satisfaction, the model developed by Singh (1990) was used. The Sample involved50 Educators from 5 different Higher Education Institutions of Dimapur District. Results showed that all study variables positively and significantly correlated with each other. Results further showed that selected demographic factors were significantly expected the level of WLB. It is assumed that this research would be useful for creating high performance in a higher academic setting.

Mutluluk, bir bütün halinde insanların yaşam deneyimlerini nasıl algıladıkları ve değerlendirdikleri ile ilgili bir durumdur. Bu bütünlük içinde düşündükleri yaşamlarında ekonomik koşullarını, iş ve iş çevreleri ile çalışma hayatlarını da değerlendirirler. Bu noktada, kişinin mutluluğunu destekleyen faktörlerden birinin de “çalışma” olduğunu söyleyebiliriz. Geçmişte kölelikle eşdeğer görülüp, acı, yorgunluk ve zahmet gibi anlamlara gelen çalışma, günümüzde insan yaşamının önemli bir parçasını oluşturuyor. İnsanların pek çoğu yaşamlarının yaklaşık 30 yılını çalışarak geçirirler. Günde ortalama 5 ila 8 saat gibi zaman dilimleri içinde iş’te/işyerinde bulunurlar. Yaşam süresince ve gündelik yaşam içinde önemli bir paya sahip olan çalışmanın insan yaşamını olumlu ya da olumsuz yönde etkilemesi kaçınılmazdır. Çalışma yaşamı bağlamında iş doyumu, motivasyon, çalışma yaşamı kalitesi ya da tükenmişlik, yabancılaşma, monotonluk, işsizlik psikolojisi vb. konular yabancı ve Türkçe literatürde sıklıkla ele alınırken “çalışma mutluluğu konusunu ele alan çok fazla çalışma olmadığı gözlenmiştir. Özellikle ülkemizde “çalışma mutluluğu”na yönelik kavramsal bir inceleme olmayışının, konunun netlik kazanmamış olmasının, halen iş doyumu ile eşdeğer bir kavram olarak açıklanmasının alan için önemli bir açık olduğu söylenebilir. Buradan yola çıkarak; bu makalede “çalışma mutluluğu” kavramına ilişkin kavramsal bir çerçeve çizmek hedeflenmiştir. Bu amaçla, “çalışma mutluluğu” ile ilgili bir literatür taraması yapılmış, mutluluk ve çalışma kavramları makalenin amacı doğrultusunda ele alınmış, ardından çalışma mutluluğu kavramına yer verilmiş, çalışma mutluluğunu etkileyen faktörler, çalışma mutluluğunun önemi ve sonuçları ele alınarak kavramsal bir çerçeve ortaya konulmaya çalışılmıştır.

To help countries make progress on the United Nations Sustainable Development Goal (SDG) Indicator 8.3.1 ("Proportion of informal employment in non-agriculture employment, by sex"), this paper presents an integrated strategic policy approach. This is where: a national government facilitates the transition to formality using a whole government approach to achieve the inclusive structural transformation required, joins-up the fields of labour, tax and social security law, involves social partners, and uses the full range of direct and indirect policy measures available to enhance the power of, and trust in, authorities respectively.

This essay, or rather collection of essays, draws together three distinct streams of thought, time and space into a single river of understanding concerning labor, leisure, human-nature relations, city and town planning and human evolution at both the individual and collective levels. From Daoist tales of effortless leisure under 'useless trees' to Pieper's eulogy of leisure in the Modernist world(view) of total work and onto the planning theory and practice of Sir. Patrick Geddes, this ambling and nomadic stream seeks to problematize hegemonic contemporary conceptions of evolution, order, labor, leisure, nature and human-nature relations and to plant the seeds of a new principle, a new mythos, to which human evolution and being can be oriented in ashes of the charred edifice of Modernity. Can we transcend the materially rationalist, labor centric conceptions of humanity that reign in contemporary hegemonic culture for a more holistic perspective in which the infinite and finite aspects of human being can co-exist without either one interfering with the other? Can human-nature relations, especially as cultivated through city and town planning, transcend the present order of hierarchical domination, objectification and callous consumption of nature for an order of relations in which nature acts upon us as a teacher and we consume nature in harmony with its own natural order rather than through creation of an artificial order?

Before the advent of joint stock companies and the organization of the financial sector into huge conglomerations of centralized money capital, large scale investments tended to be channeled through the state apparatus. In our own times, consortia of banks or public-private partnerships are more favoured. Nevertheless, the inner connection between the institutions such as pension funds that organize the circulation of interest bearing capital and fixed capital formation becomes stronger and more intricate over time. In other words, fixed capital becomes a favoured way with which to dispose of surplus capital. Whenever there is a surplus of liquidity sloshing around, then this is a very good time to go for fixed capital formation. That's one of the arguments that is currently being made-when there is a vast amount of surplus capital available in the world then infrastructure investment is something which we should really go for.-David Harvey (2016)

2013 MA Dissertation.

"From the 1970s onwards, Britain’s weakened trade unions have attempted a rejuvenation of their orientations and strategies: chiefly in order to appeal to and represent precarity-prone workers in a more satisfactory manner than they had before. However, this rejuvenation process has occurred in a piecemeal and uncoordinated manner: orientations have only shifted partially, and certain rejuvenatory strategies have been far from effective.

An interwoven process has occurred alongside, and helped necessitate, this attempted rejuvenation: Britain’s urban labour markets have become increasingly ‘ruralised’. That is to say, the British economy has been fundamentally restructured, and urban industrial relations in the ‘New Economy’ have come to increasingly resemble those long found in British agriculture. Britain’s Farmworkers’ Union has had to contend with ‘new economic’ institutional conditions – namely the norms of small-employee firms and interpersonal and/or triangular relations between employers and workers – for an extended period of time.  It is therefore reasonable to assume that, from 1970 onwards, the Farmworker’s Union would have utilised those orientations and strategies adopted by Britain’s urban unions during their rejuvenation processes, but in a more systematic, coherent and effective manner, and from an earlier date.

To interrogate this assumption I pose the following research question: in terms of form and effectiveness, how differentiated have the orientations and strategies of the Farmworkers’ Union been, with regards to precarity-prone workers, when compared to the wider Trade Union Movement, and why?
"

ÖZET Bu çalışmada 2010'lu yıllarda Türkiye'de sendikacılığın temel yönelim ve dinamikleri ele alınmaya çalışılacaktır. Çalışmada sendikalaşma oranları, sendikacılık-siyaset ilişkileri ile toplu pazarlık ve grev eğilimleri irdelenecektir. Çalışmanın iki temel kabulü 2000'li yıllarda Türkiye'de sendikacılığın esas olarak siyasal iktidar ve ona yakın sendikalar arasındaki sembiyotik ilişkiler etrafında şekillendiği ve otoriter korporatist özelliklerin ortaya çıktığı yönündedir. 2010'lardan itibaren Türkiye'de sayısal ve oransal olarak sendikalaşmanın arttığı gözlenmektedir. Ancak bu artış ciddi biçimde asimetriktir. Siyasal iktidarla paralel sendikalar kısa sürede ve sorunsuz biçimde devasa üye sayılarına ulaşırken, diğer sendikaların üye kaybettiği, yerinde saydığı ve temsil gücünün zayıfladığı görülmektedir. Bu süreçte sembiyotik ilişkiler öne çıkmaktadır. Dahası toplu çalışma ilişkilerinin giderek otoriter korporatist özellikler kazandığı gözlenmektedir. Siyasal iktidar gerek ücret politikasını gerekse çalışma ilişkilerinin temel özelliklerini otoriter korporatist yöntemle belirlemektedir. Kısıtlı toplu pazarlık rejimi ile grev yasağı ve grev erteleme rejimi de bu otoriter korporatist rejimin bir diğer önemli ayağıdır. Kağıt üzerinde bir sendikal çoğulculuk olmasına rağmen fiili bir "en ziyade müsaadeye mazhar sendika" rejimi söz konusudur. 

ABSTRACT The aim of this paper is to evaluate the main trajectory and dynamics of Turkish trade unionism in the years of 2010s. The essay focuses on the trade union density, the interactions between trade unions and government as well as the trends of collective bargaining and strike in these years. The main two arguments addressed in this study are: a) a deep symbiotic relationship prevails between pro-government trade unions and the ruling party and b) authoritarian corporatism being the pronounced trend has been firmly upward. In the years of 2010s, the trade union density has raised both quantitatively and proportionally. However, this development is fundamentally asymmetric. While the pro-government unions have gained power and recruited huge members in a short time without facing any challenges and obstacles, the other unions have lost their members, made no progress or faced weakening of their representation power. In this process, presence of the symbiotic relations become very significant. Moreover, in terms of the relations of collective labour relations between the government and unions, the authoritarian corporatism has gained power. The government has determined the national wage policy and the main trends of the industrial relations via its authoritarian corporatist manner. The bans and limitations on the right to strike and right to bargain collectively are the other pillars of this authoritarian corporatist regime. Within such a framework, it can be claimed that in Turkey, although the trade union pluralistic system is experienced de jure, a de facto "most favoured trade union" regime is the dominant one.

This brief paper, entry "B" in the edited book "The Cooperative Firm: Keywords" (Bernardi & Monni, 2016) reviews the particularities of the phenomenon of "workers' buyouts" -- a business restructuring, rescue, or conversion process whereby employees purchase an ownership stake in the business that employs them.

I have been working on publishing my LLM Thesis, first prepared between 1987 and 1993, since 2012.  I welcome your thoughts.

I wrote my LLM Thesis on Labour Relations Law, Technological Change and Sustainability at Osgoode between 1987 and 1993. I saw a freight train coming barreling down the global train tracks straight at Ontario's and Canada's manufacturing sector and mineral extraction sectors. I argued that it was necessary in the 1990s to start job sharing and other adjustment strategies because there would be less work.

The same concepts arguably apply to the hollowing out of the European economies that has been underway for decades as capital has shifted labour to developing nations with lax and even non-existent labour, occupational, environmental, consumer protection laws etc., weak health care systems. minimalist educational systems and no social justice structures.  The trend already was very apparent in the 1960s and 1970s and expanded at a great rate in the wake of global free trade agreements that eclipsed GATT and the WTO in their power and scope.

These agreements have led to social unrest and serious anxiety, as reflected in the recent Brexit vote.

Regrettably my arguments were not well received although some folks in the Bob Rae cabinet agreed with the concepts of job sharing and redistribution of wealth, especially in the face of the 1991-1994 recession.  How about Wynne-Trudeau days in 2017 for all civil servants in the broad public sector?  This would open up opportunities for youth and encourage boomers and their children to begin to live to less, a necessary transition if we are serious about addressing climate change and other social and environmental ills. I would say it is time.

Özet
Bu çalışmada, Türk iye’de Asgari Ücret Tespit Komisyonlarının yapısı ve işleyişine ilişk in k ısa bir
tarihçenin ardından, Asgari Ücret Tespit Komisyonlarında işçi ve işveren temsilcilerinin
yak laşımları, asgari ücretlerin ilk k ez merk ezi bir k omisyon tarafından tespit edildiği 1969 yılından
başlayarak incelenmiştir. 1969-2013 yılları arasındak i Komisyon k ararları temel alınarak yapıla n
analizde, ekonomik ve politik çevrenin, Komisyon k ararları üzerine etk ileri dönemselleştirilerek
tartışılmıştır. 1969-1979 dönemi, asgari ücret tespitinde tarafların temel yak laşımlarının oluştuğu
dönemdir. 1980-1989 dönemine, ask eri yönetim, anti demok ratik siyasi ortam ve neo -liberal
politik alar damgasını vurmuştur. 1990 -1993 döneminde yaşanan asgari ücret döngüsünün
ardından, 1994-2003 döneminde ek onomik k rizlerin ve Uluslararası Para Fonu (IMF) ile imzalanan
stand-by anlaşmalarının, Komisyon k ararları üzerindek i etk ileri yaşanmıştır. Nihayet 2004-2013
yılları, 2004 yılındak i yeni asgari ücret döngüsüne ve daha sonrak i marjinal reel artışlara rağmen,
asgari ücretlerin, geçimlik düzeyin altında k aldığı bir dönem olmuştur. Çalışmanın sonuç bölümü,
işçi ve işveren temsilcilerinin Komisyo nlardak i görüşleri üzerine genel değerlendirmelerden
oluşmak tadır.
Anahtar Kelimeler: Türk iye’de asgari ücretler, Asgari Ücret Tespit Komisyonu, Asgari Ücret Tespit
Komisyonu k ararları, Türk iye İşçi Sendik aları Konfederasyonu (TÜRK -İŞ), Türk iye İşveren
Sendik aları Konfederasyonu (TİSK).
Abstract
In this study, following a brief history of the structure and functioning of the Minimum Wage Fixing
Commissions in Turkey, the approaches of the worker and employer representatives in the
Minimum Wage Fixing Commissions are examined starting with the year 1969 when the minimum
wage was first fixed by a central commission. In the analysis made on the basis of Commission’s
decisions between the years 1969-2013, effects of the economic and political environment on
Commission’s decisions are discussed for different periods. In the 1969 -1979 period, the basic
approaches of the parties concerning minimum wage fixing have been formed. The 1980 -1989
period is hallmarked by the rule of military, anti -democratic political environment and neo-liberal
policies. After the minimum wage cycle that occurred in the period of 1990 -1993, the impacts of
economic crises and the stand-by agreements signed with the International Monetary Fund (IMF)
on the Commission’s decisions are observed. Finally, 2004-2013 is a period when despite a new
minimum wage cycle in 2004 and marginal increases in real terms thereafter, minimum wages
remain below the subsistence level. Concluding part of the study consists of a general assessment on
the views of worker and employer representatives in the Commission.
Keywords: Minimum wages in Turkey, Minimum Wage Fixing Commission, Decisions of the Minimum
Wage Fixing Commission, Confederation of Turk ish Trade Unions (TÜRK -İŞ), Confederation of
Employer Associations of Turkey (TİSK).

Hiring decisions can be risky. How much can employers save by better understanding the motivations and objectives of each applicant?  How much time and expertise should be invested in getting to know each applicant? Will such efforts raise the return on investment?  What are the shortcomings and deficits of the criteria to evaluate, compare and rank applicants?  How do they need to get changed to reflect the shift in the relative order of job skills between employees when the composition of the team (total of all employees) changes by hiring, firing or replacing?  A job description combines tasks and steps to a random set of job responsibilities.  But could there be better ways to bundle tasks together and to look for the most qualified applicant for this particular arbitrarily defined task bundle?  Could the employer benefit from regrouping all small tasks, which a company must perform, by changing which and how many small job tasks will be bundled together in different job descriptions?  And if so, how can reassigning each little tasks from different jobs to the most suitable employee (task-centered approach) instead of looking for the most qualified applicant for a particular job (job-centered approach) help in improving productivity and profitability?  How and why will the new task-centered approach help to increase the workforce diversity more than the job-centered approach?  How can reassigning tasks help disabled and handicapped lacking essential job functions to get hired anyways?  How can employers benefit from not only looking for the most qualified applicant for any particular job (i.e. arbitrarily bundle of tasks and steps) Why does the task-centered based hiring decision benefit employees, employees, applicants and disabled job-seekers more than job-centered based hiring decisions?  What are the benefits to seek the best employee for each task (task-centered) instead of the most qualified applicant for a particular job?  How can employers benefit from a paradigm shift replacing the job-centered with the task-centered hiring perspective?  How can the multi-dimensional effects, which different combinations of employees (i.e. teams) on the overall productivity and profitability be measured?  How much welfare and unemployment benefits could be saved if employers were aware of the additional benefits when making task or employee based hiring decisions instead of exclusively looking for the most qualified applicant?  How can reassigning job-tasks to different employees help applicants to become the most qualified job-seeker despite lacking essential job functions?  How could employers be convinced that they'd benefit most from reassigning tasks from different jobs to the employee most qualified for a particular task instead of only looking for the best applicant for a particular job consisting of an arbitrary bundle of tasks?

This paper investigates an example of variance from the Varieties of Capitalism literature in the case of a longstanding partnership between a major British food retail multinational company and the Union of Shop, Distributive and Allied Workers (USDAW). We argue that it can be seen as a corporate attempt to institutionalize conflict and engage the energies of the employees in achieving corporate goals in a situation of high union membership density and recognition in the UK retail industry. The findings underline the importance of sectoral diversity within national capitalist economies in the context of increased internationalization and the significant role still played by labor even in a liberal market economy such as the UK.