A COMPARATIVE ANALYSIS OF CHANGING LEVELS OF COLLECTIVE BARGAINING ON HUMAN RESOURCES MANAGEMENT AND CONFLICT OF INDUSTRIAL RELATIONS

Ersin Eraslan; Ali İhsan Balcı

Makale detayları

A COMPARATIVE ANALYSIS OF CHANGING LEVELS OF COLLECTIVE BARGAINING ON HUMAN RESOURCES MANAGEMENT AND CONFLICT OF INDUSTRIAL RELATIONS

Yazarlar:

Ersin Eraslan | Ali İhsan Balcı

Yayıncı:

Nigde Omer Halisdemir University

Dergi:

Niğde Ömer Halisdemir Üniversitesi Sosyal Bilimler Enstitüsü Dergisi Vol.4 Issue 2, pp.164-180

Belge Tipi:

Makale

Yayın Tarihi:

4/2023

Belge Dili:

Türkçe

Document ID (Org No.):

2001281980

pISSN:

2687-5306

Anahtar kelimeler:

Özet:

 Labor relations between workers and employers inevitably involve some problems. The source of these problems is the asymmetrical power relationship between workers and employers. At the point of eliminating these problems, ensuring this balance of power takes the lead among the priorities. In the context of ensuring the balance of power, singularism and pluralism approaches, which have a wide place in the social policy literature, are at the center. Among these approaches, singularity approach constitutes the backbone of human resources management, and pluralism approach constitutes the backbone of collective bargaining, which is seen as a collective voice mechanism in industrial relations. However, in the changing world order accompanied by globalization and neo-liberal policies, it is seen that de-unionization and human resources management gain weight. From this point of view, the aim of this study is to reveal the changing structure of the level of collective bargaining as a result of the dominance of human resources management. In this context, in our study, an intensive literature search and a comparative analysis supported by OECD data were made in the specific case of England, Sweden, Germany and Turkey, which stand out in various aspects at the point of union structuring. Within the framework of our study, it has been concluded that the scope of collective bargaining has narrowed and been reduced to the local level, especially since the 1980s, as well as the inadequacy of struggle in terms of maintaining the balance of power and therefore labor peace on the axis of states.

 Labor relations between workers and employers inevitably involve some problems. The source of these problems is the asymmetrical power relationship between workers and employers. At the point of eliminating these problems, ensuring this balance of power takes the lead among the priorities. In the context of ensuring the balance of power, singularism and pluralism approaches, which have a wide place in the social policy literature, are at the center. Among these approaches, singularity approach constitutes the backbone of human resources management, and pluralism approach constitutes the backbone of collective bargaining, which is seen as a collective voice mechanism in industrial relations. However, in the changing world order accompanied by globalization and neo-liberal policies, it is seen that de-unionization and human resources management gain weight. From this point of view, the aim of this study is to reveal the changing structure of the level of collective bargaining as a result of the dominance of human resources management. In this context, in our study, an intensive literature search and a comparative analysis supported by OECD data were made in the specific case of England, Sweden, Germany and Turkey, which stand out in various aspects at the point of union structuring. Within the framework of our study, it has been concluded that the scope of collective bargaining has narrowed and been reduced to the local level, especially since the 1980s, as well as the inadequacy of struggle in terms of maintaining the balance of power and therefore labor peace on the axis of states.

 Labor relations between workers and employers inevitably involve some problems. The source of these problems is the asymmetrical power relationship between workers and employers. At the point of eliminating these problems, ensuring this balance of power takes the lead among the priorities. In the context of ensuring the balance of power, singularism and pluralism approaches, which have a wide place in the social policy literature, are at the center. Among these approaches, singularity approach constitutes the backbone of human resources management, and pluralism approach constitutes the backbone of collective bargaining, which is seen as a collective voice mechanism in industrial relations. However, in the changing world order accompanied by globalization and neo-liberal policies, it is seen that de-unionization and human resources management gain weight. From this point of view, the aim of this study is to reveal the changing structure of the level of collective bargaining as a result of the dominance of human resources management. In this context, in our study, an intensive literature search and a comparative analysis supported by OECD data were made in the specific case of England, Sweden, Germany and Turkey, which stand out in various aspects at the point of union structuring. Within the framework of our study, it has been concluded that the scope of collective bargaining has narrowed and been reduced to the local level, especially since the 1980s, as well as the inadequacy of struggle in terms of maintaining the balance of power and therefore labor peace on the axis of states.

 İşçi ve işverenler arasındaki çalışma ilişkileri kaçınılmaz olarak birtakım sorunlar içermektedir. Bu sorunların kaynağında ise işçi ve işverenler arasındaki asimetrik güç ilişkisi bulunmaktadır. Söz konusu sorunların bertarafı noktasında ise bu güç dengesinin sağlanması öncelikler arasında başı çekmektedir. Güç dengesinin sağlanması bağlamında ise sosyal politika alanyazınında geniş bir yer tutan tekilcilik ve çoğulculuk yaklaşımları merkeze alınmaktadır. Söz konusu yaklaşımlardan tekilcilik yaklaşımı insan kaynakları yönetiminin, çoğulculuk yaklaşımı ise endüstri ilişkilerinde toplu ses mekanizması olarak görülen toplu pazarlığın bel kemiğini oluşturmaktadır. Ancak küreselleşme ve neo-liberal politikalar eşliğinde değişen dünya düzeninde sendikasızlaştırma ve insan kaynakları yönetiminin ağırlık kazandığı görülmektedir. Bu noktadan hareketle insan kaynakları yönetimin baskınlığı sonucu toplu pazarlık düzeyinin değişen yapısının ortaya konması bu çalışmanın amacını oluşturmaktadır. Bu bağlamda çalışmamızda sendikal yapılanma noktasında çeşitli açılardan öne çıkan İngiltere, İsveç, Almanya ve Türkiye özelinde yoğun bir literatür araştırması ve OECD verileri ile desteklenen karşılaştırmalı bir analiz yapılmıştır. Çalışmamız çerçevesinde özellikle 1980li yıllardan itibaren toplu pazarlık kapsamının daraldığı ve ziyadesiyle yerel düzeye indirgendiği sonucunun yanı sıra devletler ekseninde de güç dengesinin ve dolayısıyla çalışma barışının korunması noktasında bir mücadele yetersizliği olduğu kanaatine varılmıştır.

Makale detayları

A COMPARATIVE ANALYSIS OF CHANGING LEVELS OF COLLECTIVE BARGAINING ON HUMAN RESOURCES MANAGEMENT AND CONFLICT OF INDUSTRIAL RELATIONS

Yazarlar:

Ersin Eraslan | Ali İhsan Balcı

Yayıncı:

Nigde Omer Halisdemir University

Dergi:

Niğde Ömer Halisdemir Üniversitesi Sosyal Bilimler Enstitüsü Dergisi Vol.4 Issue 2, pp.164-180

Belge Tipi:

Makale

Yayın Tarihi:

4/2023

Belge Dili:

Türkçe

Document ID (Org No.):

2001281980

pISSN:

2687-5306

Endüstri İlişkileri

Toplu Pazarlık

Sendikasızlaştırma

Endüstri İlişkileri

Toplu Pazarlık

Sendikasızlaştırma

Sayı

Makale detayları

A COMPARATIVE ANALYSIS OF CHANGING LEVELS OF COLLECTIVE BARGAINING ON HUMAN RESOURCES MANAGEMENT AND CONFLICT OF INDUSTRIAL RELATIONS

Yazarlar: Ersin Eraslan | Ali İhsan Balcı

Yayıncı: Nigde Omer Halisdemir University

Dergi: Niğde Ömer Halisdemir Üniversitesi Sosyal Bilimler Enstitüsü Dergisi Vol.4 Issue 2, pp.164-180

Belge Tipi: Makale

Yayın Tarihi: 4/2023

Belge Dili: Türkçe

Document ID (Org No.): 2001281980

pISSN: 2687-5306

Endüstri İlişkileri

Toplu Pazarlık

Sendikasızlaştırma

Endüstri İlişkileri

Toplu Pazarlık

Sendikasızlaştırma

Sayı

Yazarlar:

Ersin Eraslan | Ali İhsan Balcı

Yayıncı:

Nigde Omer Halisdemir University

Dergi:

Niğde Ömer Halisdemir Üniversitesi Sosyal Bilimler Enstitüsü Dergisi Vol.4 Issue 2, pp.164-180

Belge Tipi:

Makale

Yayın Tarihi:

4/2023

Belge Dili:

Türkçe

Document ID (Org No.):

2001281980

pISSN:

2687-5306