Modernization of social dialogue as an imperative for developing social responsibility by business organizations in Ukraine

Abstract

The relevance of the paper is determined by the need to modernize social dialogue in Ukraine as a means of increasing the social responsibility of business organizations and a prerequisite for the country’s sustainable socio-economic development. The paper is aimed at reviewing and systematizing effective practices of modernization of social dialogue, which are revealed in the publications of foreign and Ukrainian scientists, high-ranking officials and public figures. These practices are considered from the standpoint of their expediency and the possibility of their implementation in the processes of social interaction of organizations of employees, employers and public authorities in Ukraine.A review of the foreign experience in organizing social dialogue convincingly demonstrates a fairly high level of efficiency in the European Union, which contributes to achieving a balance of interests of major economic actors, increasing their social responsibility. For Ukraine, it is expedient to introduce the European practice of the so-called broad approach to the organization of social dialogue, which provides for the expansion of its subjects at the expense of representatives of territorial entities, environmental, women’s, youth, cultural and other public organizations. The involvement of local governments, public and NGOs in solving the most important socio-economic problems will contribute to the spread of the practice of differentiating between social and public dialogue. In Ukraine, employee participation in corporate governance should be strengthened, access to shareholder income should be expanded, and institutional tools for regulating the collective bargaining process should be improved.

Prospects for modernization of social and labor relations and reduction of conflicts and social tensions in the workplace

“…Current and potential sources of such risks in the national economy is the destruction of the foundations and rejection of labor values, culture and social and labor relations (Glilekpe et al, 2022); lagging behind traditions from economic dynamics of development; lack or ineffectiveness of facilitating institutions involves in implementation of social innovations, imperfection, contradiction (De Spiegelaere & Van Gyes, 2012), and, therefore, ineffectiveness, of labor legislation, which are inconsistent with the goals and requirements of labor market modernization; the weakness of trade unions, their lack of consolidation as representatives and defenders of interests; limited social dialogue (Venkataraman, 2023). Findings indicate the underdevelopment and extremely low prevalence of norms of social responsibility of business, as emphasized by Lopuschnyak et al (2021). Today, a trap has formed in the economy -a self-reproducing system of destructive production of social capital, which in turn lays the foundations for the narrow reproduction of the labor force in each of its subsequent cycles, the opposition of the main subjects of social and labor relations and the threats of a social explosion, limits the social base (and, therefore, the support of society) of modernization of the economy (Prenzel & Vanclay, 2014), which includes, among others, socially unacceptable and generally inhibits the innovative progress of the country.…”

“…According to the recent findings, the modernization of social and labor relations involves adapting traditional approaches to better align with contemporary societal, economic, and technological changes. The main ideas underlying this modernization are related to flexibility and adaptability (Vallas, 1999), technology integration (Theron, 2013), digitalization (Theron, 2013;Trushkina & Rynkevych, 2020), inclusion and diversity (Randel, 2023), work-life balance (Borgia et al, 2022), skills development (Theron, 2013), continuous learning (Trushkina & Rynkevych, 2020), social responsibility (Lopuschnyak et al, 2021), international cooperation (Hu et al, 2021), and performance-based reward (White, 2018). Therefore, the modernization of social and labor relations reflects a broader recognition of the dynamic nature of the workforce, technological advancements, and the need for more inclusive, adaptable, and sustainable approaches to employment and organizational management.…”

Social factors in the management of youth participation in the labor market in Asia: Justification of causal dependencies

“…Lyeonov et al (2021b) investigated the issue of convergence between countries in the context of the institutional quality of the social sector and social development. Lopushniak et al (2021) analyzed the possibilities of introducing social dialogue and social responsibility into the social interaction processes of employers, employees, state authorities, youth, and other organizations. Smiianov et al (2020) assessed socio-economic trends in the functioning of the labor market, particularly under the influence of the COVID-19 pandemic.…”

Formation and Management of Corporate Socially Responsible Policy of Modern Enterprises

“…This approach will address the lack of proper regulation and prevent social partners from freely interpreting the provisions of the law. The involvement of all parties to social dialogue in the negotiation process should be carried out in two directions (Lopushniak H., Marshavin Y., Kytsak T. O., Iastremska O., 2021):…”