SOCI 426 INDUSTRIAL SOCIOLOGY II PAST QUESTIONS AND SOLUTIONS

SECTION A: ANSWER ALL QUESTIONS.

1. (a) Identify the four (4) set of Networks that determines and regulates employment relationships in Industrial Relations (2 marks).

ANS: The four sets of Networks that determine and regulate employment relationships in Industrial Relations are:

1. Network of Organizations: This includes entities like Trade Unions, Employers Associations, Industrial Tribunals, Labour Commission, and Arbitration Committees.

2. Network of Participants: Involves individuals such as Union Officials, Employers Representatives, Mediators, Arbitrators, and Conciliators.

3. Network of Processes: Encompasses the procedures followed to determine employment decisions, including arbitration, negotiation, collective bargaining, mediation, and strike actions.

4. Network of Decisions: Refers to outcomes such as collective agreements, arbitration awards, and union rules that result from the industrial relations processes.

(b) Briefly outline the stages involved in the settlement of industrial disputes according to Ghana's Industrial Act (3 marks).

ANS: The stages involved in the settlement of industrial disputes according to Ghana's Labour Act of 2003 are as follows:

1. Negotiation: Initially, the parties involved in the dispute attempt to resolve it through negotiation. If this is unsuccessful within seven days, either party can refer the dispute to the National Labour Commission (NLC) for assistance.

2. Mediation: If negotiation fails, the NLC may request the parties to settle the dispute by mediation within three days. The mediator facilitates discussions to find a resolution. If no agreement is reached, the mediator refers the dispute back to the NLC.

3. Conciliation: If mediation does not resolve the dispute, conciliation comes into play. A conciliator helps the parties identify the causes of their differences and explore alternative solutions. The conciliator aims to calm tensions and foster dialogue.

4. Arbitration: When mediation and conciliation fail, the dispute is referred to an arbitrator or an arbitration panel. The parties, with the assistance of the Labour Commission, voluntarily seek the help of an arbitrator to resolve the dispute. The decision of the majority of the arbitrators constitutes the award, which is binding on all parties.

5. Compulsory Arbitration: If the dispute remains unresolved after negotiation, mediation, and arbitration proceedings, either party intending to undertake a strike or lockout must give written notice. If the dispute remains unsettled after seven days, it is settled by compulsory arbitration with a panel composed of three members from the NLC, government, organized labor, and employers' association.

These stages outline the process through which industrial disputes are settled in Ghana according to the Labour Act of 2003.

(C) Identify four (4) Trade Unions currently operating in Ghana (2 marks).

ANS: Four Trade Unions currently operating in Ghana are:

1. Ghana Private Road Transport Union (GPRTU)

2. Ghana National Associations of Teachers (GNAT)

3. Tertiary Education Workers Union (TEWU)

4. Industrial and Commercial Workers Union (ICU)

(d) With reference to the "Hot Stove Rule", identify the four (4) principles of a good disciplinary action in work organizations (4 marks).

ANS: The four principles of a good disciplinary action in work organizations, as outlined in the "Hot Stove Rule," are as follows:

1. The Burn is Immediate: Discipline should be immediate when an offense is committed.

2. There was advance warning: Employees should have advance warning that a particular offense will lead to discipline.

3. The discipline is consistent and anyone who touches the stove is burnt: Consistent discipline is fair and more likely to be accepted by workers involved.

4. The discipline is impersonal: Discipline should be directed against the action and not against the person, to minimize resentment and aggression.

(e) Enumerate four (4) characteristics of Collective Bargaining as a process in Industrial relations (4 marks).

ANS:

1. Continuous Process: Collective bargaining is a continuous process that ensures a structured and ongoing relationship between management and trade unions. It serves as a mechanism for maintaining organized and consistent interactions.

2. Complimentary Process: It is not a competitive process but rather a complimentary one. The objective is not conflict but compromise, emphasizing collaboration and mutual understanding.

3. Negotiation Process: Collective bargaining is a negotiation process used by wage-earners to protect their interests. It serves as a platform for discussions and negotiations between both parties to safeguard their interests.

4. Constructive Response to Industrial Conflict: Collective bargaining is seen as a constructive response to industrial conflict. It reflects a willingness to resolve conflicts through discussion and understanding rather than resorting to warfare, promoting a civilized confrontation to reach agreements.

(f) Identify four 4 recruitment channels used mostly by organizations in their recruitment process (2 marks).

ANS: Based on the provided information, four common recruitment channels used by organizations in their recruitment process are:

1. Employee referral

2. Campus recruitment

3. Advertising

4. Recruitment agencies

These channels are selected based on factors such as job position, employer brand, available resources, company budget, and other considerations related to the specific recruitment needs of the organization.

(g) Identify the three (3) main social actors or participants in Ghana's industrial relations system (3 marks).

ANS: The three main social actors or participants in Ghana's industrial relations system are:

1. Workers and their Unions (Trade Union Congress-TUC)

2. Employers and their Association (Ghana Employers Association – GEA)

3. Government and its Agencies (National Labour Commission – NLC)

SECTION B

2. Discuss any FIVE (5) ways in which this semester's course (Industrial Sociology IT) has been useful to your understanding of Industrial and Labour relations in Ghana.

ANS: Based on the information provided in the course content for Industrial Sociology II, here are five ways in which this semester's course has been useful to understanding Industrial and Labour relations in Ghana:

1. Understanding the Concept of Industrial Relations: The course has helped in grasping the fundamental concept of Industrial Relations, which refers to the complex relationships between employers, employees, and organizations. This understanding is crucial for navigating the dynamics of the labor market in Ghana.

2. Learning about Social Partners in Industrial Relations: Through the lectures on Trade Unions, Employers' Associations, and the role of the National Labour Commission (NLC), students can gain insights into the key stakeholders involved in Industrial Relations in Ghana.

3. Exploring Collective Bargaining Processes: The course delves into the process of collective bargaining, which involves negotiations between employers and employees. Understanding this aspect is essential for comprehending how labor disputes are resolved in Ghana.

4. Examining Third-Party Interventions in Industrial Strikes: By learning about third-party interventions like Mediation, Conciliation, and Arbitration in industrial strikes, students can understand how conflicts between employers and employees are managed in Ghana's industrial landscape.

5. Analyzing the Legal Framework: Through discussions on Ghana's Labour Act of 2003, students can familiarize themselves with the regulatory framework governing labor relations in the country. This knowledge is vital for understanding the rights and responsibilities of both employees and employers in Ghana.

In summary, this semester's course on Industrial Sociology II has provided a comprehensive foundation for understanding Industrial and Labour relations in Ghana by covering key concepts, stakeholders, processes, legal frameworks, and conflict resolution mechanisms in the industrial landscape.

3. Discuss with illustrative examples any four (4) grounds for the FAIR termination of employment under the Labour Act of 2003 (Act 651).

ANS: Under the Labour Act of 2003 (Act 651), there are specific grounds for the fair termination of employment. Here are four grounds for fair termination of employment as outlined in the Act:

1. Misconduct: Termination of employment can be fair if an employee is found guilty of misconduct. Misconduct can range from serious offenses like theft, fraud, or violence in the workplace to less severe issues like habitual lateness or insubordination.

2. Incompetence or Poor Performance: If an employee consistently fails to meet the required standards of performance despite being given warnings and opportunities for improvement, termination on grounds of incompetence or poor performance can be considered fair.

3. Redundancy: When a job role becomes redundant due to technological advancements, organizational restructuring, or economic reasons, the termination of employment on the grounds of redundancy can be deemed fair. Employers must follow due process, such as providing notice, consultation, and possibly offering alternative employment where possible.

4. Breach of Contract: If an employee violates terms of their employment contract, such as confidentiality agreements, non-compete clauses, or other contractual obligations, termination based on breach of contract can be considered fair.

These grounds for fair termination of employment provide a framework for employers to end the employment relationship legally and ethically. It is crucial for employers to adhere to the provisions of the Labour Act of 2003 (Act 651) and ensure that terminations are carried out in a just and transparent manner.

4. Using an organization of your choice, identify the Labour Welfare services available AND discuss the importance of such services for workers within the organization,

ANS: Using the information provided, let's consider an organization and discuss the Labour Welfare services available and their importance:

1. Organization: Let's consider a hypothetical manufacturing organization.

2. Labour Welfare Services available:

- Intramural (Within the Establishment):

- Welfare amenities within the premises such as urinals, washrooms, and bathing facilities.

- Crèches for employees' children.

- Canteens providing affordable food.

- Medical facilities for employees.

- Extramural (Outside the Establishment):

- Recreational facilities for employees.

- Educational facilities for skill development.

- Housing facilities for employees.

- Transport facilities to and from work.

3. Importance of Labour Welfare Services:

- Increased Commitment: Providing services like housing, canteens, medical facilities, and sickness benefits can make workers feel valued and committed to achieving organizational goals.

- Increased Real Income: Welfare measures indirectly increase the real income of workers.

- Reduced Turnover and Absenteeism: Welfare activities like affordable food, free medical facilities, and scholarships can reduce labor turnover, absenteeism, and lateness to work.

- Improved Employee Sentiment: Welfare services make workers feel that the employer and the state are interested in their happiness and welfare, reducing their tendency to grumble.

- Better Mental Health: Welfare services help in improving workers' mental health by reducing vices like alcoholism and gambling.

In conclusion, the provision of comprehensive Labour Welfare services in the hypothetical manufacturing organization is crucial for enhancing employee well-being, commitment, and overall productivity. Employees who feel supported and valued through these services are likely to be more engaged in their work, resulting in a positive work environment and better organizational outcomes.

5. According to Bromley (1997), informal activities are the manifestation of the vitality and entrepreneurial dynamism of the poor and unemployed. Critically discuss the applicability of the above statement to the operations and relevance of the Gig (Platform) economy in Ghana.

ANS: In discussing the applicability of Bromley's statement regarding informal activities to the Gig (Platform) economy in Ghana, we can draw parallels between the characteristics of informal activities and the operations of the Gig economy as outlined in the context provided.

Bromley's assertion that informal activities reflect the vitality and entrepreneurial dynamism of the poor and unemployed can be related to the Gig economy in Ghana. The Gig economy, characterized by direct connections between individual providers and customers through digital platforms, mirrors the entrepreneurial spirit Bromley refers to. Individuals engaging in gig work often demonstrate initiative, creativity, and flexibility in offering services through platforms like JUMIA, SHOPNAW, BOLT, and GLOVO.

Moreover, the Gig economy in Ghana, similar to informal activities, is a source of employment and income for many, particularly the youth, as highlighted in the context. This aligns with Bromley's idea that informal activities serve as a livelihood strategy for those who may not have access to traditional employment opportunities.

Additionally, the Gig economy's role in socio-economic development, generating jobs and contributing to GDP, reflects the idea of informal activities being vital components of the economy, as proposed by Bromley. The Gig economy's ability to match tasks with gig workers and provide on-demand services showcases the resourcefulness and adaptability of individuals participating in this economy.

However, it is essential to critically examine the challenges associated with informal activities in the context of the Gig economy in Ghana. Issues such as poor income levels, unsafe working conditions, and lack of social protection coverage, as mentioned in the context, raise concerns about the sustainability and well-being of gig workers. These challenges point to the need for regulatory frameworks and social protections to ensure the decent work standards advocated by organizations like the ILO.

In conclusion, while the entrepreneurial dynamism and vitality attributed to informal activities by Bromley can be observed in the operations of the Gig economy in Ghana, it is crucial to address the shortcomings and vulnerabilities faced by gig workers to ensure sustainable and inclusive growth within this evolving economic landscape.

6. Critically discuss the view that, in industrial organization, 'the staff function without the line function will be blind and the line function without the staff function will be empty.

ANS: The statement that "the staff function without the line function will be blind and the line function without the staff function will be empty" underscores the essential interdependence and integration of both line and staff functions in industrial organizations. This concept emphasizes the need for collaboration and synergy between these two functions to ensure the effective functioning and success of the organization.

In industrial organizations, line functions are directly involved in the core activities that produce the final product or service. They are responsible for the day-to-day operations, decision-making, and execution of tasks that drive the organization towards its goals. On the other hand, staff functions provide support, expertise, and specialized knowledge to enhance the efficiency and effectiveness of the line functions.

Without the line function, the staff would lack direction, practical application, and a clear understanding of how their expertise contributes to the organization's objectives. The line function provides the necessary framework and context for staff functions to be relevant and impactful. This relationship ensures that the organization's strategic goals are translated into specific actions and outcomes.

Conversely, without the support and expertise of staff functions, the line function would be operating in a vacuum. Staff functions bring a level of specialization, technical knowledge, and advisory support that enriches decision-making, problem-solving, and innovation within the organization. Their contributions fill the gaps in expertise and provide valuable insights that help the organization adapt to changing environments and challenges.

Therefore, the integration of line and staff functions is crucial for the holistic functioning of industrial organizations. It enables a balanced approach to decision-making, resource allocation, and problem-solving. By leveraging the strengths of both functions, organizations can achieve operational excellence, strategic alignment, and sustainable growth.

In conclusion, the statement highlights the symbiotic relationship between line and staff functions in industrial organizations. Their integration ensures that the organization operates effectively, efficiently, and innovatively. By recognizing the complementary nature of these functions, organizations can harness the full potential of their workforce and resources to achieve their strategic objectives.