BUILDING EFFECTIVE LABOUR DISPUTE PREVENTION AND RESOLUTION SYSTEMS

The promotion of sound industrial relations is a critical part of effective labour market governance. It requires an effective system for the prevention and resolution of labour disputes. There are times when the relationship between workers and employers and their respective organizations will be harmonious and cooperative; at other times there may be disagreement and conflict. Some conflict is inevitable in any employment relationship and accepted as normal. The inevitability of labour conflicts, however, does not mean that they should be ignored. Conflict can develop into a dispute with negative consequences for the parties involved and the broader economy and thus needs to be managed. This course has provided a unique opportunity for anyone interested in the promotion of sound industrial relations to get familiar with modern trends regarding labour disputes prevention and resolution and to increase the knowledge on effective labour disputes mechanisms. The lectures, discussions and training activities have enabled participants to identify how to improve the effectiveness of their own labour disputes systems. OBJECTIVES The general objective of the workshop was to improve the participants knowledge on effective mechanisms of labour disputes prevention and resolution. More specifically, at the end of the workshop, participants have acquired: • A better understanding of the role of Labour Ministries and Disputes resolution agencies regarding labour disputes prevention and resolution. • An increased knowledge on recent trends and new developments in the area of labour disputes prevention and resolution. • An increased knowledge of ILO standards and action in the area of labour disputes prevention and resolution. CONTENT • What do we know about labour conflict? • Types of conflict and impact of conflict on the workplace • Psychology of labour conflict management • Tackling labour dispute at the workplace • Enabling parties to deal directly with conflict • Institutions for Dispute resolution: Which guidance from ILO standards? • National labour dispute prevention and resolution systems: Types of institutions and range of actions • Evaluating the effectiveness of national labour dispute resolution institutions • Institutions for Dispute prevention and resolution • The promotion of Collective bargaining through Dispute resolution services • Leadership for Dispute Resolution NUMBER OF HOURS: 35