Abstract
Ph.D.
Globalisation has been perceived differently by different people. Some people perceive
it as the internationalisation of local economies in terms of trade, foreign direct
investments, agriculture, technology transfer and dominant culture, amongst others. It
has also been perceived as the borrowing of advancements in other regions into the
local environment. It tends to mirror dominant international behaviours, which are
translated into local environments or workplaces, and these have tendencies to impact
relationships among people in workplaces, including those in Kenya.
The researcher explored previous studies, which have been undertaken in the area of
employment relations and globalisation, considering the effects of globalisation on
employment relations, the impact of technology on employment relations, workplace
structures, organisational culture and labour regulations. The researcher conducted a
literature review of past studies, in the Kenyan context, where it studied Kenya’s
employment framework, issues of collective bargaining and dispute resolutions by trade
unions on behalf of members. The literature review was further narrowed to consider
labour legislation and labour market reforms in Kenya, whilst focusing on the issue of
unemployment and retrenchments in Kenya.
The study relied on a mixed methodology approach, which combined both quantitative
and qualitative methods. A total of 500 respondents were targeted for quantitative
research, using a questionnaire, while interviews were used to gather qualitative
information. The findings are presented by using triangulation of data from the
quantitative and qualitative results. Prior to collection of data, the research instruments
were subjected to validity and reliability test. Charts and tables were used in the
quantitative phase to present the research findings, while narratives were utilised in the
qualitative phase.
The study established that globalisation has had mixed effects on employment relations
in Kenya. On the positive side, employees are given a free hand to make decisions.
While management freely allows workers to exercise their fundamental right of
association, members of the union are still given opportunities to attend union meetings...