21st century industrial relations confrontation or cooperation- hrmatt

21st Century Industrial Relations- Confrontation or Cooperation

KESTON NANCOO HRMATT’s 9th Biennial ConferenceHilton Trinidad & Conference CenterDate: Tuesday 14th May, 2013

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Historical Perspective

Current industrial relations practice in the Caribbean has been influenced by the varied historical experiences in the territories. Extremism of various forms impacted on the industrial relations climate. The 1970s and1980s ushered in significant changes in industrial relations. The oil crisis of the 1970s further exacerbated the situation.

HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013

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Economic Landscape

The Global Economic environment continues to be fragile.T&T’s ranking on the GCI-2012, is 84 out of 144 countries moving from 81 out of 142 last year.Far too many challenges standing in the way of Global competitiveness.

Crime; Inefficient government bureaucracy; Poor work ethic of the national workforce;Corruption.


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Macroeconomic overview of T&T’s Economy

Rising debt to GDP ratio and overall economy stagnating.Greater dependence on petroleum sector.Spill over of Booming Tradable sector strike activities on non tradable activity and non booming tradable sector strike activity.Appreciating real effective exchange rate- classic Dutch disease symptom.Too many workers employed on elementary occupations.


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T&T’s Industrial Relations Climate

Our current IR climate can be described as confrontational, adversarial, driven by positional bargaining which is fuelled by lack of trust, mutual respect and an unwillingness by parties to make a commitment to a common sense of purpose.Man-days lost first quarter 2012- 178,790; total for 2009/10/11- 140,354.


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The Challenges

Economic –dealing with competitive pressuresChanging nature of workWeakening of union commitment among younger workers and its inability to penetrate new frontiers.Seeing change not as an opportunity to explore new possibilities but as threats to their role.World Bank and IMF fuelling the flames of industrial conflict.


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Goals of Labour/Management Relations


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“The Platform is Burning- Urgent Need for Change”

No time to argue about who has the responsibility for handling the hoses. How do we move beyond Adversarial bargaining?The future state must be driven and informed by:

Tripartite cooperationLabour market reformEconomic upturn


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“The Destination”- Tripartite Social Dialogue

Five Attributes and Strengths:- Shared Responsibility; Common Understanding; Mutual Trust and Respect; Mutual Benefits; Continued Efforts


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The Transition State- focus on the “HOW”

Creating DialogueCreating visions of the future

Creating a shared visionBuilding Forums, starting conversationsBuilding trust and mutual respectOvercoming Adversarial historiesNavigating major business discontinuities

Renegotiating the terms of the relationshipReconstructing the relationship on a different foundation


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“Key Enablers of Intervention”

Need to understand the power structure of the Labour – Management relationship;Expand the domain of understanding and agreement which result in the discovery of similarities between parties/ adherence to the same values; - (7-S framework);Practice the art of Empathic listening- seeking first to understand instead of trying to be understood first;Union participation in defining company strategy rather than information sharing;


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Key Enablers of Intervention

What is the Purpose of the Union and Management?

What are the practical values to achieve that purpose?

What ethical and moral level determines the key decisions parties make?

How do we define goals and results so they are consistent with the parties purpose and values?


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Fuel for the Journey

Need to work together to discover or invent a path that will resolve the tensions created by the challenges of the Global economic environment.Find leaders who share the vision and who will assist in exploring possible paths.Engagement in co-production and recognizing real interdependencies.Broadening of perspectives and views of each others interest about the future.


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Quotes

The important fact about “enlightened despotism”- also the one fact that ‘enlightened despots’ always forget- is that while it appears as enlightenment to those in power, it is despotism pure and simple to those under it. Peter Drucker, 1969

“The tragedy of life is not death. The Tragedy of life is commitment undefined; conviction undeclared and service unfulfilled.”- Vachel Lindsay
