The document discusses changes in employment relations systems over the past 20-30 years in Australia and Spain from an industrial relations model to a contemporary employment relations model. In Australia, the pluralist approach that empowered unions has given way to a growing unitarist approach that has increased employer power over the past 2-3 decades. Employers have gained influence through enterprise bargaining laws and associations that have weakened unions. In Spain, reforms to increase competitiveness including allowing temporary contracts have reduced union influence, though high unemployment remained an issue. Overall the passage argues employers have become more powerful actors under the contemporary employment relations systems in both countries.
This document discusses the declining role and influence of trade unions in modern economies. It argues that union decline is influenced by both economic and demographic factors. Specifically, it points to the growing divide between highly unionized public sectors and less organized private sectors. It also notes that unions traditionally focused on older, male workers in manufacturing but have struggled to organize newer sectors with more women and younger workers. Globalization and the rise of multinational companies in sectors like services have further undermined unions' bargaining power.
Employee/employer relations describes the relationship between workers and employers and can involve collective bargaining through unions, individual bargaining, or employee participation methods. Collective bargaining occurs when a union negotiates on behalf of workers, while individual bargaining involves a single worker negotiating directly with management. If disputes arise over issues like pay or conditions, unions may engage in industrial action like strikes, and ACAS seeks to resolve disputes through arbitration.
This document provides an overview of corporate social responsibility (CSR). It begins by defining CSR and tracing its development. It then discusses small and medium enterprises (SMEs) and multinational corporations (MNCs) in Ireland. The literature review examines different CSR frameworks, including Carroll's four domain approach and Schwartz and Carroll's three domain model. It also covers motives for CSR engagement and limitations. The document aims to understand CSR perceptions of SMEs and MNCs in Ireland through a survey.
Employee Relations over the past 30 years in the UKMiraziz Bazarov
Over the past 30 years in the UK, employee relations have undergone significant changes due to shifting economic, social, and political contexts. Traditional approaches centered around strong trade unions gave way to liberalization under Conservative governments, and later a neo-liberal model under New Labour. Trade union membership and industrial action declined sharply due to legal restrictions on unions introduced in the 1980s. By the 1990s, collective industrial relations dominated by independent trade unions had effectively come to an end. However, union recognition has since stabilized in some sectors. New approaches to employee relations have also emerged that emphasize individualization, human resource management practices, and balancing management-employee participation with power balances.
Social Challenges of Industrial Relations: A Study of Federal Polytechnic Oil...Dr. Amarjeet Singh
The purpose of this paper was to investigate the
social challenges of Industrial Relations in Federal Polytechnic
Oil and Gas, Bonny, Rivers State, Nigeria and to evaluate the
different Industrial Relations which were carried out in most
organizations. The research design was descriptive survey to
investigation and observed the proper Industrial Relations
Practices which were carried out in Oil and Gas companies
operating in the Bonny, Rivers State, Nigeria. It very
important for companies to avoid societal conflicts and
discontents, ensure industrial peace and harmony, as a result
of achieving better performance, at work place which
encourage productivity and growth. Human being are the
active agents who accumulate capital, exploit natural
resources, build social, economical and political organizations
and carry forward national development.
Global unions, regional integration and framework agreementsRamrao Ranadive
Global Union Federations seek to build international cooperation and solidarity among trade unions across countries. There has been growing recognition of GUFs by multinational companies and increased social dialogue. In some cases, this has resulted in International Framework Agreements between GUFs and multinational companies to establish global labor standards.
Industrial relations deal with the relationships between workers, employers, and the government. The main aspects are how proceeds from work are divided as wages between different levels of employees. The objectives of industrial relations are to safeguard interests, avoid conflicts, establish growth, raise productivity, and have government control. The main actors in industrial relations are workers represented by trade unions, employers represented by employer associations, and the government representing society. In Nepal, there is mutual hostility between these groups, and disputes are often resolved through strikes with unacceptable labor practices still occurring and disputes handled through power rather than transparency.
Stakeholder pressures created the legal implications to the companies for the CSR activities and its reporting. CSR is gaining the importance in the field of research. The aim of the study is to provide the review of the development in the field of CSR. The analysis is carried out to understand the areas of the researches in CSR. In total 95 studies from various countries are selected. It is carried out by explaining various studies in the field of CSR to know the definition, the areas of researches and research methods used.
This document discusses the declining role and influence of trade unions in modern economies. It argues that union decline is influenced by both economic and demographic factors. Specifically, it points to the growing divide between highly unionized public sectors and less organized private sectors. It also notes that unions traditionally focused on older, male workers in manufacturing but have struggled to organize newer sectors with more women and younger workers. Globalization and the rise of multinational companies in sectors like services have further undermined unions' bargaining power.
Employee/employer relations describes the relationship between workers and employers and can involve collective bargaining through unions, individual bargaining, or employee participation methods. Collective bargaining occurs when a union negotiates on behalf of workers, while individual bargaining involves a single worker negotiating directly with management. If disputes arise over issues like pay or conditions, unions may engage in industrial action like strikes, and ACAS seeks to resolve disputes through arbitration.
This document provides an overview of corporate social responsibility (CSR). It begins by defining CSR and tracing its development. It then discusses small and medium enterprises (SMEs) and multinational corporations (MNCs) in Ireland. The literature review examines different CSR frameworks, including Carroll's four domain approach and Schwartz and Carroll's three domain model. It also covers motives for CSR engagement and limitations. The document aims to understand CSR perceptions of SMEs and MNCs in Ireland through a survey.
Employee Relations over the past 30 years in the UKMiraziz Bazarov
Over the past 30 years in the UK, employee relations have undergone significant changes due to shifting economic, social, and political contexts. Traditional approaches centered around strong trade unions gave way to liberalization under Conservative governments, and later a neo-liberal model under New Labour. Trade union membership and industrial action declined sharply due to legal restrictions on unions introduced in the 1980s. By the 1990s, collective industrial relations dominated by independent trade unions had effectively come to an end. However, union recognition has since stabilized in some sectors. New approaches to employee relations have also emerged that emphasize individualization, human resource management practices, and balancing management-employee participation with power balances.
Social Challenges of Industrial Relations: A Study of Federal Polytechnic Oil...Dr. Amarjeet Singh
The purpose of this paper was to investigate the
social challenges of Industrial Relations in Federal Polytechnic
Oil and Gas, Bonny, Rivers State, Nigeria and to evaluate the
different Industrial Relations which were carried out in most
organizations. The research design was descriptive survey to
investigation and observed the proper Industrial Relations
Practices which were carried out in Oil and Gas companies
operating in the Bonny, Rivers State, Nigeria. It very
important for companies to avoid societal conflicts and
discontents, ensure industrial peace and harmony, as a result
of achieving better performance, at work place which
encourage productivity and growth. Human being are the
active agents who accumulate capital, exploit natural
resources, build social, economical and political organizations
and carry forward national development.
Global unions, regional integration and framework agreementsRamrao Ranadive
Global Union Federations seek to build international cooperation and solidarity among trade unions across countries. There has been growing recognition of GUFs by multinational companies and increased social dialogue. In some cases, this has resulted in International Framework Agreements between GUFs and multinational companies to establish global labor standards.
Industrial relations deal with the relationships between workers, employers, and the government. The main aspects are how proceeds from work are divided as wages between different levels of employees. The objectives of industrial relations are to safeguard interests, avoid conflicts, establish growth, raise productivity, and have government control. The main actors in industrial relations are workers represented by trade unions, employers represented by employer associations, and the government representing society. In Nepal, there is mutual hostility between these groups, and disputes are often resolved through strikes with unacceptable labor practices still occurring and disputes handled through power rather than transparency.
Stakeholder pressures created the legal implications to the companies for the CSR activities and its reporting. CSR is gaining the importance in the field of research. The aim of the study is to provide the review of the development in the field of CSR. The analysis is carried out to understand the areas of the researches in CSR. In total 95 studies from various countries are selected. It is carried out by explaining various studies in the field of CSR to know the definition, the areas of researches and research methods used.
Industrial relations is a multidisciplinary field that studies the employment relationship. Industrial relations is increasingly being called employment relations or employee relations because of the importance of non-industrial employment relationships; this move is sometimes seen as further broadening of the human resource management trend.
This document discusses labor unions, labor relations, and collective bargaining. It defines labor unions as organizations that represent workers' collective interests and labor relations as the interactions between unions and employers. The document notes that most employees are not unionized but unions can help ensure fair wages and benefits for workers. It also discusses the roles of labor relations employees, the National Labor Relations Board, the Wagner Act, and the Taft-Hartley Act in regulating unions and collective bargaining.
Industrial relations refers to the relationship between management and employees that arises from employment. The goals of industrial relations are to develop harmonious relationships between management and labor while protecting the interests of both, establish industrial democracy through worker participation, and avoid conflicts to ensure industrial peace. This helps improve productivity, reduce absenteeism, and ensure a healthy work environment.
Employee relations encompass the formal and informal relationships between managers and employees. The key goals of employee relations are to gain employee commitment to organizational goals, ensure acceptance and implementation of organizational change, and resolve conflicts. Employee relations involve players such as employers, employees, unions, and public bodies. Mechanisms for managing employee relations include consultation, participation, communication, collective bargaining, and legal regulation. Employee relations are also influenced by external factors such as the labor market and government policies.
This document provides an overview of the employment relations systems of Great Britain, the United States, and Australia. It discusses the key features and processes of each country's systems.
The key features of Britain's system include the influence of conservative governments on weakening trade unions since 1970, a decline in collective bargaining and shift to lower bargaining levels, and the increasing influence of human resource management policies and European Union law.
The US system has a three-tier structure of bargaining at the economy, sectoral, and company levels. Local unions deal with daily interactions and national unions focus on legislation and politics. Pressure to improve competitiveness has led US firms to experiment with both confrontational and collaborative employee relations strategies.
Australia
1. The document discusses industrial relations, defining it as the relationships between employers, employees, and the state.
2. It outlines the objectives of industrial relations as safeguarding interests, avoiding conflict, raising productivity, and establishing government control.
3. The roles of the three main actors - employees, employers, and the state - are described. Employees aim to improve terms and conditions while employers focus on motivation and negotiation. The state establishes labor policies and laws.
Industrial relations involves the relationships between employees, employers, and the government within organizational settings. It covers all aspects of the employment relationship, including how employees and employers interact through collective bargaining, grievance procedures, and dispute resolution. Industrial relations aims to establish stable relationships between employers and labor unions while also promoting productivity, employment opportunities, and living standards.
Industrial relations are the relationship between management and employees or among employees and their organization. Industrial relation deal with either the relationships between the state and the employers and the workers organization or the relation between the occupational organizations themselves. The ILO uses the expression to denote such matters as freedom of association and the protection of the right to organize, the application of the principles of the right to organize, and the right of collective bargaining, collective agreements, conciliation and arbitration and machinery for cooperation between the authorities and the occupational organizations at various levels of the economy.
The term Industrial Relations refers to relationship between Management and Labor or among Employees and their organizations that characterize or grow out of employment. Theoretically speaking, there are two parties in the employment relationship labor and management. Both parties need to work in a spirit of cooperation, adjustment and accommodation. In their own mutual interest certain rules for co-existence are formed and adhered to. Over the years, the State has also come to play a major role in Industrial Relations one, as and initiator of policies and the other, as an employer by setting up an extremely large public sector.
This document discusses worker-owned cooperatives and their potential benefits compared to traditional investor-owned businesses. It begins by outlining different types of cooperatives and their defining principles. It then discusses the Labor Theory of Value and how current employment conditions like worker alienation, declining real wages, and job insecurity relate to it. The document argues that cooperatives can help alleviate these issues by giving workers ownership and democratic control over businesses. It asserts that cooperatives may also promote economic efficiency through greater productivity, reduced market inefficiencies, better long-term goals, and their handling of capital. The document concludes by discussing potential government policies to support the growth of cooperatives.
Varities of Industrial Relations in Europe - 2017Eurofound
industrial relations in Europe; employment quality, autonomy, participation, representation, equality, equity, influence, fundamental rights, social cohesion, entrepreneurship, market, capitalism, non-discrimination, HRM, strategic choice, industrial relations in Europe, labour relations, employment relations, social dialogue, trade, unions, crisis, cross-sector, employers, european company, european framework agreements, european works council, industrial action, industrial action, industrial relations, law, minimum wage, sectoral social dialogue, social dialogue, trade unions, wages, working time, bargaining in the shadow of the law, collective agreements, European commission, EU law, EU treaties, decentralization of collective bargaining, single employer bargaining, multi-employer bargaining, extension of collective agreements, favourability principle, opt-out, opening clause, erga omnes, commodity, ILO, dispute settlement, varieties of capitalism, coordinated market economy, liberal market economy, bi-partite, tri-partite, Val Duchesse, macro-economic dialogue, tri-partite social summit, social dialogue committee, working time, labor productivity, labor cost, trade union density, collective bargaining coverage, pay, autonomous agreements, telework, parental leave, BUSINESSEUROPE, ETUC, CEEP, UEAPME, mega trends, information and
INDUSTRIAL CONFLICT AND COLLECTIVE BARGAINING: EVIDENCE FROM NORTH CENTRAL RE...IAEME Publication
Industrial conflicts in organizations are inevitable due to disagreement between the employees and employers which can either benefit or harm the organization. For the efficacy of the employer, there should be very positive ties between employer and workers. This study therefore, focuses on the use of collective bargaining as an effective instrument for management of conflict in Store Product Research Institute, in the north central of Nigeria. The study made used of pluralist theory as frameworks and employs both qualitative and quantitative research techniques. The findings of the study shows that negotiating via the process of collective bargaining on the terms and conditions of employments were not satisfied to the employees in the way the management of the institution handle them. Therefore, a proactive collective bargaining procedural and substance rules are recommended for both parties to reach collective agreement.
The document discusses the key concepts and processes in industrial relations, including collective bargaining, sound labor management relations, and conflict resolution. It defines industrial relations as the relationship between employers and employees regarding employment aspects. It also outlines John Dunlop's model of industrial relations which views it as a subsystem involving inputs, processes, and outputs.
This document defines industrial relations and discusses the key actors and forces that influence industrial relations. It begins by defining industrial relations as the complex relationship between employers and employees in an industrial organization, as defined by several experts. It identifies the three main actors in industrial relations as workers and their organizations (e.g. trade unions), management, and the government. It then discusses the social, political, economic, and psychological forces that influence the patterns of industrial relations. Finally, it outlines conditions necessary for good industrial relations, such as a history of cooperation, economic and social satisfaction of workers, enlightened labor unions, and government policy and legislation.
Introduction To Industrial Relation.2pptsatyam mishra
The document provides an introduction to the topic of industrial relations, which it defines as the interactions between employers, employees, and the government that are mediated through institutions and associations. It discusses typical topics in industrial relations like trade unions, collective bargaining, and strikes. It outlines the main actors in industrial relations as governments, capital/employers, and labor/trade unions. It also differentiates industrial relations from human resource management in terms of individual vs collective perspectives and unitarist vs critical perspectives.
This document provides an overview of employee relations and international labor organizations. It defines employee relations and discusses factors that influence it such as institutional, economic, technological, political/legal, and global factors. It then evaluates international labor organizations like the WFTU, ICFTU, ITUC, and ETUC. Alternative forms of worker representation are described, including work councils, co-determination, and worker cooperatives. Work councils and co-determination systems in different countries are defined. Finally, litigation risks in international employee relations are mentioned.
Union prevention training for operations and HR managers and supervisor. A detailed primer on recognizing union activity for what it is and how to prevent a successful organizing campaign. This is not "anti-union" but rather, pro-company in approach. The student will learn how a campaign begins, matures, and finishes and what happens after a campaign.
11.corporate social responsibility and financial performance in developing ec...Alexander Decker
This document summarizes a study examining the relationship between corporate social responsibility (CSR) activities and financial performance of listed companies in Nigeria. The study uses financial data from 40 Nigerian companies to analyze the impact of CSR on two measures of financial performance: return on equity and return on assets. The results show CSR has a positive and significant relationship with both financial performance measures. This finding adds to other research supporting the view that CSR can positively impact corporate financial results. The document provides context on the development of CSR in Nigeria and reviews different perspectives in the existing literature regarding the relationship between CSR and financial performance.
The document provides an overview of industrial relations. It defines industrial relations as the relationships between employees and management in the workplace. It discusses how industrial relations involves a complex web of relationships between employees, unions, management, and the state. The document also examines different perspectives on industrial relations, including the pluralist view that sees both shared and conflicting interests, and the Marxist view that sees sharply antagonistic conflicts between employers and employees. It explores how industrial relations involves building knowledge through research, solving problems in the employment relationship, and addressing ethical issues like workers' rights.
Labor relations and collective bargainingAsegedech
1. The document discusses labor relations and collective bargaining, noting that workers join unions due to dissatisfaction at work, a desire for more influence, and potential benefits of unions.
2. It explains key US labor laws and outlines important issues in collective bargaining such as wages, benefits, and grievance procedures.
3. The summary provides an overview of labor relations systems, collective bargaining processes, and current challenges facing traditional models from globalization, new employment trends, and ideological shifts favoring individual contracts over collective agreements.
Industrial relations is a multidisciplinary field that studies the employment relationship. Industrial relations is increasingly being called employment relations or employee relations because of the importance of non-industrial employment relationships; this move is sometimes seen as further broadening of the human resource management trend.
This document discusses labor unions, labor relations, and collective bargaining. It defines labor unions as organizations that represent workers' collective interests and labor relations as the interactions between unions and employers. The document notes that most employees are not unionized but unions can help ensure fair wages and benefits for workers. It also discusses the roles of labor relations employees, the National Labor Relations Board, the Wagner Act, and the Taft-Hartley Act in regulating unions and collective bargaining.
Industrial relations refers to the relationship between management and employees that arises from employment. The goals of industrial relations are to develop harmonious relationships between management and labor while protecting the interests of both, establish industrial democracy through worker participation, and avoid conflicts to ensure industrial peace. This helps improve productivity, reduce absenteeism, and ensure a healthy work environment.
Employee relations encompass the formal and informal relationships between managers and employees. The key goals of employee relations are to gain employee commitment to organizational goals, ensure acceptance and implementation of organizational change, and resolve conflicts. Employee relations involve players such as employers, employees, unions, and public bodies. Mechanisms for managing employee relations include consultation, participation, communication, collective bargaining, and legal regulation. Employee relations are also influenced by external factors such as the labor market and government policies.
This document provides an overview of the employment relations systems of Great Britain, the United States, and Australia. It discusses the key features and processes of each country's systems.
The key features of Britain's system include the influence of conservative governments on weakening trade unions since 1970, a decline in collective bargaining and shift to lower bargaining levels, and the increasing influence of human resource management policies and European Union law.
The US system has a three-tier structure of bargaining at the economy, sectoral, and company levels. Local unions deal with daily interactions and national unions focus on legislation and politics. Pressure to improve competitiveness has led US firms to experiment with both confrontational and collaborative employee relations strategies.
Australia
1. The document discusses industrial relations, defining it as the relationships between employers, employees, and the state.
2. It outlines the objectives of industrial relations as safeguarding interests, avoiding conflict, raising productivity, and establishing government control.
3. The roles of the three main actors - employees, employers, and the state - are described. Employees aim to improve terms and conditions while employers focus on motivation and negotiation. The state establishes labor policies and laws.
Industrial relations involves the relationships between employees, employers, and the government within organizational settings. It covers all aspects of the employment relationship, including how employees and employers interact through collective bargaining, grievance procedures, and dispute resolution. Industrial relations aims to establish stable relationships between employers and labor unions while also promoting productivity, employment opportunities, and living standards.
Industrial relations are the relationship between management and employees or among employees and their organization. Industrial relation deal with either the relationships between the state and the employers and the workers organization or the relation between the occupational organizations themselves. The ILO uses the expression to denote such matters as freedom of association and the protection of the right to organize, the application of the principles of the right to organize, and the right of collective bargaining, collective agreements, conciliation and arbitration and machinery for cooperation between the authorities and the occupational organizations at various levels of the economy.
The term Industrial Relations refers to relationship between Management and Labor or among Employees and their organizations that characterize or grow out of employment. Theoretically speaking, there are two parties in the employment relationship labor and management. Both parties need to work in a spirit of cooperation, adjustment and accommodation. In their own mutual interest certain rules for co-existence are formed and adhered to. Over the years, the State has also come to play a major role in Industrial Relations one, as and initiator of policies and the other, as an employer by setting up an extremely large public sector.
This document discusses worker-owned cooperatives and their potential benefits compared to traditional investor-owned businesses. It begins by outlining different types of cooperatives and their defining principles. It then discusses the Labor Theory of Value and how current employment conditions like worker alienation, declining real wages, and job insecurity relate to it. The document argues that cooperatives can help alleviate these issues by giving workers ownership and democratic control over businesses. It asserts that cooperatives may also promote economic efficiency through greater productivity, reduced market inefficiencies, better long-term goals, and their handling of capital. The document concludes by discussing potential government policies to support the growth of cooperatives.
Varities of Industrial Relations in Europe - 2017Eurofound
industrial relations in Europe; employment quality, autonomy, participation, representation, equality, equity, influence, fundamental rights, social cohesion, entrepreneurship, market, capitalism, non-discrimination, HRM, strategic choice, industrial relations in Europe, labour relations, employment relations, social dialogue, trade, unions, crisis, cross-sector, employers, european company, european framework agreements, european works council, industrial action, industrial action, industrial relations, law, minimum wage, sectoral social dialogue, social dialogue, trade unions, wages, working time, bargaining in the shadow of the law, collective agreements, European commission, EU law, EU treaties, decentralization of collective bargaining, single employer bargaining, multi-employer bargaining, extension of collective agreements, favourability principle, opt-out, opening clause, erga omnes, commodity, ILO, dispute settlement, varieties of capitalism, coordinated market economy, liberal market economy, bi-partite, tri-partite, Val Duchesse, macro-economic dialogue, tri-partite social summit, social dialogue committee, working time, labor productivity, labor cost, trade union density, collective bargaining coverage, pay, autonomous agreements, telework, parental leave, BUSINESSEUROPE, ETUC, CEEP, UEAPME, mega trends, information and
INDUSTRIAL CONFLICT AND COLLECTIVE BARGAINING: EVIDENCE FROM NORTH CENTRAL RE...IAEME Publication
Industrial conflicts in organizations are inevitable due to disagreement between the employees and employers which can either benefit or harm the organization. For the efficacy of the employer, there should be very positive ties between employer and workers. This study therefore, focuses on the use of collective bargaining as an effective instrument for management of conflict in Store Product Research Institute, in the north central of Nigeria. The study made used of pluralist theory as frameworks and employs both qualitative and quantitative research techniques. The findings of the study shows that negotiating via the process of collective bargaining on the terms and conditions of employments were not satisfied to the employees in the way the management of the institution handle them. Therefore, a proactive collective bargaining procedural and substance rules are recommended for both parties to reach collective agreement.
The document discusses the key concepts and processes in industrial relations, including collective bargaining, sound labor management relations, and conflict resolution. It defines industrial relations as the relationship between employers and employees regarding employment aspects. It also outlines John Dunlop's model of industrial relations which views it as a subsystem involving inputs, processes, and outputs.
This document defines industrial relations and discusses the key actors and forces that influence industrial relations. It begins by defining industrial relations as the complex relationship between employers and employees in an industrial organization, as defined by several experts. It identifies the three main actors in industrial relations as workers and their organizations (e.g. trade unions), management, and the government. It then discusses the social, political, economic, and psychological forces that influence the patterns of industrial relations. Finally, it outlines conditions necessary for good industrial relations, such as a history of cooperation, economic and social satisfaction of workers, enlightened labor unions, and government policy and legislation.
Introduction To Industrial Relation.2pptsatyam mishra
The document provides an introduction to the topic of industrial relations, which it defines as the interactions between employers, employees, and the government that are mediated through institutions and associations. It discusses typical topics in industrial relations like trade unions, collective bargaining, and strikes. It outlines the main actors in industrial relations as governments, capital/employers, and labor/trade unions. It also differentiates industrial relations from human resource management in terms of individual vs collective perspectives and unitarist vs critical perspectives.
This document provides an overview of employee relations and international labor organizations. It defines employee relations and discusses factors that influence it such as institutional, economic, technological, political/legal, and global factors. It then evaluates international labor organizations like the WFTU, ICFTU, ITUC, and ETUC. Alternative forms of worker representation are described, including work councils, co-determination, and worker cooperatives. Work councils and co-determination systems in different countries are defined. Finally, litigation risks in international employee relations are mentioned.
Union prevention training for operations and HR managers and supervisor. A detailed primer on recognizing union activity for what it is and how to prevent a successful organizing campaign. This is not "anti-union" but rather, pro-company in approach. The student will learn how a campaign begins, matures, and finishes and what happens after a campaign.
11.corporate social responsibility and financial performance in developing ec...Alexander Decker
This document summarizes a study examining the relationship between corporate social responsibility (CSR) activities and financial performance of listed companies in Nigeria. The study uses financial data from 40 Nigerian companies to analyze the impact of CSR on two measures of financial performance: return on equity and return on assets. The results show CSR has a positive and significant relationship with both financial performance measures. This finding adds to other research supporting the view that CSR can positively impact corporate financial results. The document provides context on the development of CSR in Nigeria and reviews different perspectives in the existing literature regarding the relationship between CSR and financial performance.
The document provides an overview of industrial relations. It defines industrial relations as the relationships between employees and management in the workplace. It discusses how industrial relations involves a complex web of relationships between employees, unions, management, and the state. The document also examines different perspectives on industrial relations, including the pluralist view that sees both shared and conflicting interests, and the Marxist view that sees sharply antagonistic conflicts between employers and employees. It explores how industrial relations involves building knowledge through research, solving problems in the employment relationship, and addressing ethical issues like workers' rights.
Labor relations and collective bargainingAsegedech
1. The document discusses labor relations and collective bargaining, noting that workers join unions due to dissatisfaction at work, a desire for more influence, and potential benefits of unions.
2. It explains key US labor laws and outlines important issues in collective bargaining such as wages, benefits, and grievance procedures.
3. The summary provides an overview of labor relations systems, collective bargaining processes, and current challenges facing traditional models from globalization, new employment trends, and ideological shifts favoring individual contracts over collective agreements.
This document discusses using the dot product to calculate the angle between two vectors. It provides the formula for calculating the dot product and shows examples of using the formula to find the angle between vectors. It also discusses how if two vectors are perpendicular, their dot product will equal 0.
The document outlines how many liters of water Jonny Brown uses per day through various activities like showering, washing, flushing toilets, and drinking. It calculates his total daily water usage is 154 liters. It then provides suggestions for reducing water usage, such as taking shorter showers, washing hands quicker, drinking pure juices instead of water, and potentially reducing toilet flushes.
The document discusses key performance indicators (KPIs) that can be used to measure recruiting success and performance. It recommends tracking 5 specific KPIs: 1) the number of qualified candidates per job opening, 2) candidate survey results indicating a positive experience, 3) the number of days from when a candidate applies to when an offer is accepted or rejected, 4) the offer acceptance rate, and 5) the number of hires compared to goals. The document explains each KPI in detail and provides benchmarks for high performance. It also discusses how to analyze the data from each KPI to identify areas for improvement.
El documento presenta el resumen de los análisis realizados por varios pares sobre los planes TIC de cinco centros educativos. Cada par clasificó las acciones de los planes en tres categorías: mejora de la gestión, enseñanza y aprendizaje. Los resultados se recopilaron en un documento alojado en la intranet de TKNIKA.
Social Recruiting & Employer Branding - Key to attracting and engaging Gen YMindTickle
MindTickle offers social recruiting and employer branding solutions to attract top talent and engage new hires. Their solutions include creating online competitions for students to generate buzz and attract applicants. They also provide a gamified assessment portal for new hires to demonstrate skills and get classified into appropriate roles. This increases engagement between the offer date and start date, reduces pre-hire churn, and helps classify new hires based on strengths. Analytics dashboards provide insights into participation levels and skill assessments.
The MIB School of Management offers a highly international MBA in International Business that provides comprehensive management training and a focus on developing personal leadership skills. Over 25 years, MIB has built strong industry partnerships and a reputation for excellence through its diverse, multicultural learning environment and internationally experienced faculty. The intensive, full-time MBA program combines classroom instruction with real-world projects, study tours, and opportunities for career development through MIB's extensive alumni network.
Romanii sunt, in sfirsit, mai optimisti in ceea ce priveste viitorul. Isarescu apare ca o alternativa pentru Tariceanu. Becail urca in top. Basescu e considerat European (ca si Geoana).
This document contains 12 slides related to solving projectile motion problems using vectors. It begins with two example problems involving resolving forces into components. The objectives are then stated as understanding how to resolve projectile problems by breaking vectors into horizontal and vertical components. Several example problems are worked through demonstrating this process. Key equations for projectile motion are also reviewed. The final slides provide additional practice problems for students to solve, applying the techniques demonstrated in the document.
This document contains the personal details, educational background, qualifications, work experience, and references of Muhamad Farhan Bin Osman. It summarizes that he graduated from the University Kuala Lumpur British Malaysian Institute with a Bachelor of Technology in Electrical Engineering and has work experience in electrical and process instrumentation & control fields through industrial placements at Shell Refining Company and Petronas Penapisan Melaka. His objectives are to gain knowledge and utilize his engineering skills to achieve his career goals.
The document discusses three frameworks for externalizing tacit knowledge: Nonaka's SECI model of knowledge conversion, the knowledge asset model, and the 4I model of organizational learning. The SECI model involves four processes - socialization, externalization, combination, and internalization - that transform tacit and explicit knowledge. The knowledge asset model categorizes knowledge into experiential, conceptual, systematic, and routine assets. The 4I model consists of intuiting, interpreting, integrating, and institutionalizing steps in organizational learning. Examples are provided to illustrate how companies like Honda, Tesla, and Toyota apply these frameworks.
The national flag of Freedonia features a flying penguin in the center with three colored circles representing different values. Red represents philanthropy, green represents freedom, and orange represents equality. The people typically dress warmly in long coats, hats, and boots made of fur. Their houses are made of wood and artistic, and they grow their own wheat and vegetables. The national bird is the flying penguin, and a notable animal is the big rabbit, which resembles a small white bear. Freedonia gained independence from England in the 1980s after a land dispute, and now has a population of around 3.8 million people.
El documento presenta una introducción al software, incluyendo que los programas son necesarios para que funcione un ordenador y que el sistema operativo permite la comunicación entre el usuario y la máquina. También describe diferentes tipos de sistemas operativos como Windows y Ubuntu, ejemplos de software libre y de pago como Microsoft Office y OpenOffice, y cómo los virus pueden infectar un ordenador a través del correo electrónico, sitios web o archivos descargados, por lo que se recomienda instalar y mantener actualizado un antivirus.
The document discusses applying ratios to vectors. It provides examples of using ratios to find unknown points along vectors. The key steps are: 1) Form an equation using the position vector rule relating the unknown point P to the known endpoints A and B; 2) Make P the subject of the equation; 3) Solve the equation to find the coordinates of P. Examples show setting up equations for points dividing vectors in given ratios and solving to find the coordinates of the unknown points.
This document provides instructions for making a 3D paper star craft that can be used as a Christmas decoration or ornament. It lists the materials needed, which include paper, scissors, glue, and string or yarn. The instructions explain how to print and cut out two star shapes from paper, fold and glue the shapes together to form a 3D star, and attach a loop of string so it can be hung on a Christmas tree.
Organizational Functions And Employee Relations During The...Beth Hernandez
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1. QIBT
1001EHR Employment Relations
Essay title: The past two decades have seen a transformation, in most
countries, from a traditional Industrial Relations system to a
contemporary Employment Relations one.
With reference to one or two countries of your choice,
discuss whether this statement is correct. Then argue
whether the changes of the past 20 years have resulted in
one of the actors in the employment relationship becoming
more powerful than the others.
When discussing the ER actors (employers, workers, trade
unions, employer associations, the state) you may like to
touch on issues including wage levels, work hours, job
security and job autonomy. You must also include a
theoretical framework, in particular focusing on unitarism or
pluralism.
Class 50
Tutor: Dr Evelyn Anderson
Student name: Alexander Daniel Gonzalez
Student Number: GONAD1403
Due date: 11th
May 2015
Total words (excluding Reference List and Appendix): 1500
2. It is acknowledged that in countries such as Australia and Spain, labour
relations have been modernised. They are trying to be more competitive in this
globalised world, because if it is not achieved, the rivalry against competitors
could finish with the country obsolete. According to Cahuc, Carcillo and
Zylberberg (2014), if managers are properly informed about quality of price of
all the goods and services traded in a particular market, they will work in a
perfect competition (p.153). This paper argues the definition of the pluralism,
unitarism, which are the main actors and their role in each approach.
Additionally, contend the evolution of history in the last 3 decades in Australia
and make a comparison with Spain. Moreover, it will show how employers, in
order to be more competitive, have been gaining territory with unions, which
steadily have been losing steam, and consequently unitarism increased power.
Finally, it will see how this globalised world will not always be adequate,
especially for workers who have to deal with work intensification.
In Industrial Relations, a pluralist perspective is one of the main options. This
approach is closer to the side of the employees. According to Loudoun,
McPhail and Wilkinson (2009) a pluralist perspective is a collectivist approach,
trade unions are encouraged and the State acts as an umpire. This means, that
the employers and employees are the main actors, but unions are welcome as
well as the mediation of the State. They will reach agreements or conciliations.
Pluralism is seen as a representation of employees and an appropriate tool to
resolve problems (Cullinane & Dundon, 2012, p.2575). Conflict is inevitable and
positive, and the unions are the tool to reach agreements with management.
The weaknesses of the pluralist approach is that power is not equally
distributed, ignores class divisions and the cause of conflicts, although the
focus is to resolve it (Loudoun, McPhail & Wilkinson 2009). Workers and
unions can forget who manages the enterprise, and the main goal is to make a
profit because without this, there could not be employees or companies.
Summarizing, this approach could be reasonably good for workers, because
they feel supported, but it has weaknesses, such as forgetting why profits are
necessary for the wellbeing of the companies.
Unitarist is the other approach in employment relationships. This perspective is
the closest approach to the management and is known as Human Resource
Management (HRM). As stated by Fox, unitarism was considered “as an
3. employer ideology: a phenomenon he perceived as an ‘instrument of
legitimisation’ justifying employer rule by seeking to evoke loyalty and
commitment from other social classes” (as cited in Cullinane & Dundon, 2012,
p.2574). Employers use standards seeking the loyalty of employees, being the
only authority and it is based on mutual trust. According to Fox (as cited in
Cullinane & Dundon, 2012, p.2575), under unitarism, going against
management is considered avoidable and extraordinary. HRM approach is
based in mutual trust between employers and employees, avoiding conflict
with proper management. Unions are unwelcome and State unnecessary.
According with Loudoun, McPhail and Wilkinson (2009) the company is going
to correct complications, including conflict. This can be one weakness of this
perspective, because enterprises neglect conflicts and employees interests. In
summary, this approach can be more competitive because managers have the
power of managing the company, but also has errors neglecting needs and
wants of employees.
Historically, trends in Employment Relations have been changing in countries
such as Australia and Spain. In Australia Industrial Relations and in
consequence pluralism had dominated during the 20th century while in Spain
the dictatorship had reduced working conditions to well below the rest of
Europe and developed countries, which has resulted in high rates of
unemployment. According to Gahan and Pekarek (2012), “from the mid-1980s,
however, new wage-fixing principles and legislative changes have paved the
way for enterprise bargaining as the primary mechanism through which wages
and conditions of employment have been determined, evolving towards a
predominance of enterprise-level collective agreements” (p.195). The accord
reached between Australian Council Trade Unions (ACTU) and Labour
government would give employers the capacity to regulate the agreements
and conditions in which employees are going to work, depending on
productivity based wage increases. New neoliberal politics have been changing
gradually from the beginning of the 90s Australia's labour market (Campbell, &
Brosnan, 1999) The new Act 1988 called enterprise bargaining, was an
individualistic approach that it gave an advantage to employers towards
employees. Furthermore, more recently an important part of the safety net
has arisen again, trying to support collective bargaining in reaction to the last
20 years, as awards have decreased in relevance (Gahan & Pekarek, 2012). In
contrast, WorkChoices rose in 2005 reducing the power of unions and
4. Australian Industrial Relations Commission (AIRC), which was revised in 2007
and later in 2009 with the "Fair Work Act", (Loudoun, McPhail & Wilkinson
2009). As employers increase power in AIRC, the state had to give certain
peace of mind to the workers, so that companies could not abuse them. But
later, they would establish new laws in 2005, decreasing power of unions and
employees which would return in 2007 and 2009, only in part, because they
were very unpopular and unfair. On the other hand in Spain, as a result of
market reform which was introduced in 1985, 1994,2001 and 2010, and
alerted by high unemployment rates, temporary employment rose, as well as
important reforms in retirement pensions in relation to social protection (de
Frutos, Martinez & Civera, 2015). It is very significant because until this
moment there were no temporary employees in Spain, which employers had
difficulties hiring people in peak season. Additionally, this also denotes that the
new democracy was trying to be in accordance with surrounding developed
countries, and where making efforts in matters of social protection too. In
summary, while in Australia over the past 20 years employers started to
dominate the situation toward global competition and consequently unitarism
approach, Spain still had to do basic reforms to suffocate high unemployment
rates and improve social protection.
Approximately, in the last 3 decades, the unitarist approach has been getting
more control against pluralism in Australia. It means that they are becoming
more powerful and for this reason gaining the battle for the supremacy in
order to benefit themselves in the creation of new laws, agreements or
accords. According to Thornthwaite and Sheldon (2012) the group effort of
employers and their impact on the procedures of work and also on the
conservative coalition governments have contributed much in the evolution of
industrial law since the 1980s (p.255). Considering this connection, it could be
seen that employers can make policies which are favourable for enterprises
and their purposes. Moreover, “while employer associations have not always
shared identical policy visions, at least since the mid 1990s, they have mostly
shared a commitment to gaining for employers” (Thornthwaite & Sheldon
2012, p.256), which has resulted in declining of union influence in Australian
companies and economy (Thornthwaite & Sheldon 2012, p.256). In contrast,
Peetz (2012) stated that even if conditions in some companies were improved,
the manoeuvre from multiemployer to single-enterprise, it is clear that unions
were not ready effectively decrease union power (p.237). Employers'
5. associations have maintained a common interest, achieved the weakening of
unions and reduced intervention in mediation of conflicts, with the hope that
more employers enlist, and support economics in general. Links between
achievements, improvements and rewards on measurements and efforts have
expanded in the last 20 years (Patrickson & Hartmann, as cited in Shacklock
2005, p.5). This made a clear connexion between wages, performance and
benefits for workers, in which work intensification started to play a decisive
role in matters of employment relations, being clearly beneficial for employers.
Definitely, Australians employers were gaining better position in order to be
more competitive.
Unitarist approach is gaining power Spain. Gradually, employers are taking the
control in labour relations. According to Arranz, Serrano y Herranz (2013), if
legislative tools had been used properly, outcomes would have been better.
Considering the assessment of the changes in relation to working conditions,
results suggest that permanent contracts had no remarkable effects, neither
did temporary employment, which result in unions loss of trust. However, they
had a sensible reaction regarding transitions from unemployment to
employment, and from temporary to permanent, especially from 1997 work
policy changes (Arranz et. al. 2013). Therefore, it is clear that employers tried
to use State support, as Spain had a long way to reach a good employment
situation, and all these attempts to improve and support employers, were not
strong enough in the exact direction, and still greater efforts are required,
therefore more support for employers could be required. Spanish workers
have been treated worse due to the country’s economic crisis which creates an
allegiance to the employer in the face of poor job security. Grau-Grau (2013),
stated that level of Work Family Conflict (WFC) was affected by work
intensification in economic crisis time (p.591). Therefore, the term WFC has
increased due to more hours of work, and in consequence more stress in
workers. Clearly, Spanish employers still dealing with State policies in order to
gain better conditions for hiring employees, but still gaining power against
pluralist approach.
In conclusion the changes in the last 30 years were not beneficial for
employees because although it is called employment relation, the trend is
going toward unitarism. Obviously modernisation has prejudicially affected
6. workers. Moreover, the study shows how enterprises, trying to be more
aggressive, have not had any courtesy for workers and their unions. In
addition, employees and their unions have become weaker, with a higher
demand for productivity and dynamism. Additionally, unionism has slightly
decrease in the number of affiliated members. Finally, it has been shown how
Spain, being a country more fragile compared with Australia, has suffered
more from these modernisations, and also the result of the world financial
crisis.
7. REFERENCES
Arranz, J. M., Serrano, C. G., & Hernanz, V. (2013). Active labour market
policies in Spain: A macroeconomic evaluation. International Labour
Review, 152(2), 327-0_5.
Cahuc, P., Garcillo, M., & Zylberberg, A. (2014). Labor economic.
Massachusetts, MA: Massachusetts Institute of Technology.
Campbell, I., & Brosnan, P. (1999). Labour market deregulation in Australia:
The slow combustion approach to workplace change. International
Review of Applied Economics, 13(3), 353-394.
Cullinane, N., & Dundon, T. (2014). Unitarism and employer resistance to trade
unionism. International Journal of Human Resource Management,
25(18), 2573-2590.
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De Frutos, T. H., Martínez, J.,Antonio Diaz, & Civera, N. C. (2015). Labour
market flexibility relations and social cohesion in Spain 1980-2009.
Sociology Mind, 5(1), 10-22.
Gahan, P., & Pekarek, A. (2012). The rise and the rise of enterprise bargaining
in Australia 1991-2011. Labour & Industry, 22(3), 195-222.
Grau-Grau, M. (2013). Clouds over Spain: Work and family in the age of
austerity. The International Journal of Sociology and Social Policy, 33(9),
579-593.
Loudoun, R., McPhail, R., & Wilkinson, A. (2009). Introduction to Employment
Relations (2nd ed.). Frenchs Forest, NSW: Pearson Australia.
Peetz, D. (2012). The impacts and non-impacts on unions of enterprise
bargaining. Labour & Industry, 22(3), 237-254.
Shacklock, K., Herring; S., & Arthur, H. (2005). The ageing workforce: Ethical
implications for HRM Practitioners. Griffith Business School, 1-16.
8. Thornthwaite, L., & Sheldon, P. (2012). Employer and employer association
experiences of enterprise bargaining: Being careful what you wish for?
Labour & Industry, 22(3), 255-274.