strategy
Developing comprehensive labour systems
Description:
Providing methods and structures to assure that the individual will receive a compensation for his work, thus providing occupational incentive and equitable treatment. The effect is the re-imaging the worker's view of himself or herself as a responsible and equal participant in the decision-making process relative to his employment, rather than as a victim of the system. Context:
An integral part of integrating labour capabilities through a global network of employable exchanges. Implementation:
Tactics include: participation design to provide channels for the participation of all age groups in the policy and decision-making process; occupational planning to provide tools for building comprehensive visions for assuring job security; methods development to train in the use of tools for honouring the wisdom of all in correcting labour irregularities; adequate income to provide equitable compensation for every man; and joint committee to enable employer-employees to share management's responsibilities and provide accountability. An example is the creation of a local organization of tenant farmers which negotiates with farmers on wages and communicates with other similar organizations for support and wisdom. Broader:
Developing Narrower:
Guaranteeing minimum wageEstablishing working standardsProviding wage bargaining systemsPreventing occupational accidentsEstablishing accountability within the workforceSupervising application of standards of workers rights Facilitates:
Furnishing production forces Facilitated by:
Monitoring employmentRevising labour legislationEnsuring implementation of labour lawsElaborating national employment policiesPromoting observance of international labour standards Organizations:
World Confederation of Labour International Labour Organization Subjects:
Social Activity → Work→ Systems
Development → Development
Principles → Values
Type Classification:
C: Cross-sectoral strategies Related UN Sustainable Development Goals:
