An analysis of impact of tripartism on improving industrial relations in Kenya
Cheruiyot, Henry Kiplangat
MetadataShow full item record
In the recent past. employers have been facing a lot of threatened industrial actions by trade unions e.g. the Kenya Plantation and Agricultural Workers Union protesting against introduction of tea harvesting machines by Kenya Tea Growers Association. This research therefore, looked at the basic elements of industrial relations machinery and the roles of The Tripartite- namely the Government. Central Organization of Trade Unions and Federation of Kenya Employers in the achievement of sustainable industrial peace in Kenva. The data was collected using a questionnaire and the data analyzed using descriptive and relational statistics. The Federation plays the following critical roles in industrial relations: Promotion of the spirit of tripartism - involving the Government, Conducting of Collective Agreement negotiations between Employers and Trade Unions and Representation of employers for both in the Ministry of Labour and Industrial Court. For industrial relations to work, the State cannot be passive even if it is not a direct actor in the process. It is responsible for creating a stable political and civil climate, which enables autonomous employers' and workers' organizations to operate freely. without fear of reprisal. Even when the dominant relationships are formally bipartite, the State has to provide essential support for the parties' actions by providing the legal, institutional and other frame works, which enable the parties to act effectively. The Government through the Ministry of Labour needs to continually amend the Trade Dispute Act so as to create an enabling environment for the employees and employers to form trade unions and associations that guarantees freedom of association and collective bargain and hence the basis of a sustainable good industrial relations. Conflict is endemic to industrial society. The passive expression of conflict can lead to withdrawal of efforts resulting in lower productivity, absenteeism, unpunctuality and strike. considered to be the weapon of the last resort, is the proverbial tip of the iceberg. A strike is a social phenomenon of enormous complexity, which in its totality is not susceptible to complete description, let alone explanation. This can only be avoided in an environment where employees Motivated and productive employees, Low Labour turnover. Reduced absenteeism. Less labour disputes. Absence of strikes and lockouts. To achieve this. the FKE and COTU should encourage their members to honor and make use of the established grievance handling procedures and to continually review it with a view to addressing emerging labour issues for instance technological chances that have adverse effect on human resource and potentially can constitute labour dispute.