Essay About Dunlop’S System Theory With Fair Work Act 2009

Essay about Dunlop’s system theory with Fair Work Act 2009
Dunlop's system theory with Fair Work Act 2009 The system theory of John Dunlop is one of the
traditional perspectives on the employment relationship. He trusts that if stakeholders bound
together over a settled 'web of rules' can be seen as a distinct system in industrial relation. According
to Dunlop (cited in Teicher, Holland & Gough 2006, p.34), he explains "The establishment and
administration of these rules is the major concern or output of the industrial relation sub system of
industrial society...". His system theory provides the knowledge, process and practices to the
employment relationship. The structure of Dunlop's system theory which mainly contain four
elements, 1) The Actors in a system, 2) The ... Show more content on Helpwriting.net ...
Dunlop's system theory is the first theory can be apply in enterprise, industry and national level and
it still be accepted to interpret industrial relation (Petzall, Abbott, & Timo 2007). Fair Work Act
(FWA) is passed by federal parliament on 20 March 2009 and it provides a 'one stop shop' for
information, advice and assistance, and use the workplace law to settle dispute within Australia. To
prevent any circumstance that can come to harm of the community. This essay is mainly focus on
demonstrate the web of rules in Dunlop's system theory by identifying the FWA in two sectors:
procedural rules and substantive rules with provide the evidence to apply those rules. The National
Employment Standards (NES) According to Teicher, Holland, & Gough (2006), substantive rules
are used to lead to the terms and conditions of the employment contract and govern the relationship
between employer and employee. FWA (2009, part 2–2, division 3–12) lists 10 matters covered by
the NES are: maximum weekly hours of work, requests for flexible working arrangements, parental
leave, annual leave, personal/carer's leave and compassionate leave, community service leave, long
service leave, public holidays, notice of termination and redundancy pay and Fair Work Information
Statement. Those provisions are applying a safety net to all of the employees, and all national
system employers will have to obey. For settle
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School Of Business : Assignment
SCHOOL OF Business ASSIGNMENT COVER SHEET STUDENT DETAILS Student name:
Daanish Duvvi Student ID number: 18371114 UNIT AND TUTORIAL DETAILS Unit name:
Enterprise Industrial Relations Unit number: 200614 Tutorial group: EB.G.21 Tutorial day and time:
Tuesday 4:00pm Tutor name: (mark one) Mr Shailen Muneshwar Ms Khalida Malik Dr Terri Mylett
ASSIGNMENT DETAILS Title: Essay: Penalty Rates and other forms of flexibility. Length: 1250
+/– 10% Due date: 5 May 10pm Date submitted: 05/05/2016 Electronic submission ONLY
DECLARATION x Student's signature: Daanish Duvvi Note: An examiner or lecturer / tutor has the
right to not mark this assignment if the above declaration has not been signed. A company overall
performance is determined by the several aspects. One of these aspects is the labour output. Labour
is defined as the aggregate total human physical and mental output used in production of good and
services. To ensure smooth production activities, a company must maintain a healthy working
relationship between itself and the employees. It's important to note that workers use different ways
to communicate their grievances towards their employers, they parade protests, strikes and engage
their trade unions to demand for better working conditions and increase of salaries. This has often
resulted to crisis in the labour industry and called for regulatory measures to be taken to control
these disputes and act on labour relation cases. Industrial

Conflict in Employment Relationship with Reference to the...
The aim of this assay is to discuss the statement–––'Conflict is inherent within the employment
relationship' with reference to the Unitarist, Pluralist and Marxist perspective. Firstly, I will give the
definitions of employment relations, industrial conflict the three main conflict frames of reference in
employment relations. Then I will explain the conflict in the three perspectives individually. Lastly, I
will make a simple comparison about the three perspectives.
Dunlop states that the industrial relations system is seen to be 'comprised of certain actors, certain
contexts and ideology which bind the industrial relations system together and a body of rules created
to govern the actors at the workplace (Blyton Turnbull, 2004, P27). And ... Show more content on
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As the expression of employees' dissatisfaction and differences with employers, conflict is regarded
as bad and irrational for the organization and should be kept down through some forcible ways.
Conflict can arise from employees' misunderstanding of the direction of the organisation or the poor
communication between the staff and the management, enabling employees to substitute alternative
agendas instead of the organisation's agenda (Bray, Deery, Walsh and Waring, 2005). Moreover,
conflicts can arise from the poor management that caused by the management's failure to identify
and meet employees' basic needs.
From this perspective, trade union is perceived not necessary and the role of it is creating conflict,
and it is seen an unwelcome intrusion into the organization from outside competing with
management for the loyalty of employees (Rose, 2004). Trade unions exist either as the result of
wickedness or perverseness of individual employees, or because of a failure of management to
anticipate and incorporate worker needs and concerns (Bray, Deery, Walsh and Waring, 2005).
Fox argues that the importance of the unitary perspective is declining and has been superseded by
the pluralist superseded by the pluralist perspective (Rose, 2004).
The pluralist approach recognizes that different groups exist within an organization and that conflict
can, and does, exist between employer and employees. (Gennard and Judge, 2002, P208)The
pluralist perspective is

Industrial Relations and Its Relevance
Zenith Medical Systems Incorporated Case Study on Compensation Deepa Arora Monique
Beauregard Ashish Chandna Tumeet Kaus Dhillion Joel Niederhoffer HRM4009 Prof. Angela
Hould Due: June 24, 2011 Introduction Zenith Medical Systems Incorporated is a relatively new
firm that specializes in manufacturing and distributing information management systems for health
care institutions. Zenith is a joint organization comprised of a major computer firm and a supplier of
hospital products. Since the health care sector is continually growing and becoming more complex,
the need for computer systems to accommodate for these changes increases. Zenith's objective is to
"develop an integrated ... Show more content on Helpwriting.net ...
This means that technology is used to create an output by utilizing several internal inputs. Using
Thompson's typology of technology, Zenith strongly represents the long–linked technology
typology. This typology assumes that "the total task of producing a product or service into a series of
small sequential steps performed by different employees" (Long, 2010, p. 42). This is illustrated by
the fact that in order to develop a single information management system several employees among
several departments are required. Conversely, Zeniths technological structure also related to
Woodward's typology of mass/large batch technology where a large amount of products are
produced in a standardized way (p. 44). In this respect, Zenith produces a large amount of base
models to later customize and suit the needs of their clients. Structural Variables In determining the
managerial strategy of Zenith Medical Systems Incorporated, there are six main structural variables
that must be analyzed: job design, decision making and leadership responsibilities, control system,
reward system, communication and information, and lastly, coordination and departmentation.
Having an effective structural organization has the ability to manage employee behaviours and
reduce uncertainties within the workplace. It provides employees with the necessary tools to learn
and grow in different areas at work. Job Design Zenith's poor

The Argument Of Mats, By Managing Culture
INTRODUCTION
This paper seeks to support the argument of Mats Alvesson that by managing culture, it is possible
to facilitate positive outcomes beneficial to stakeholders in an organization. It also suggests that
employers and employees can have mutually beneficial relationship and achieve organizational
performance. To analyse and evaluate the argument, it is important to define and understand the
concept of 'culture' and 'control'.
2.0 DEFINITION OF CULTURE
According to Schien (2010), culture is how we are supposed to feel and act in a given society or
organization which has been taught by various social experiences as a way to maintain social order.
Schuller et al (2012) also defined culture as the way of behaving and believing that a ... Show more
content on Helpwriting.net ...
Control is an important function that managers must perform to ensure things are moving in the
right direction and to keep errors at the barest minimum. Control ensures effectiveness and
efficiency in an organization.
FORMS OF CONTROL
There are various forms of control which include;
Behavioural Control
This is a form of control where managers closely monitor what employees do and have penalties for
disobedience. For Example, where employees have to clock in and out in an organisation or have a
dress code at work.
Cultural Control
Here, employees have a personal relationship with the organisation and support the organisations
goals and objectives. Oftentimes, employees are unaware that management influences the way they
behave. For example, spme organisations provide all facilities like the gym, nursery, cafes in one
building to always employees at work
Social Control
THEORIES OF EMPLOYMENT RELATIONS
It is indeed possible to achieve organizational outcomes beneficial to employees and shareholders.
To determine this, it is pertinent to discuss the forms of employment relations. Firstly;
Unitarist Theory
This theory assumes that the management of an organization has the right and authority to lead and,
any form of opposition to this is regarded as irrational and

An Innovative Action Oriented Hr Partner
An innovative action–oriented HR Partner with market expertise than spans more than 5 years
across multiple industry sectors, from major EPCMs through to RTOs and NGOs. Able to provide
both the hands–on and strategic guidance needed to deliver HR frameworks that support business
objectives, major projects and operational needs. Extensive knowledge of IR/ER, including the
setting up of associated frameworks through to advising management, and working in close
collaboration with unions. Excellent communication skills and a proactive approach to building
relationships both internally and externally.
HR Partnership Employee Relations Industrial Relations
Organisational Developments Change Management Talent Retention/Attraction
EBAAgreements & Negotiations Training & Development Recruitment Strategies
Union Relations HR Systems & Development Voluntary Redundancies
E–Recruitment & HRIS Training Analysis Establishing Procedures
Memberships & Affiliations:
Current Member of the Australian Human Resources Institute.
Current Member of the Industrial Relations Society of Western Australia
Qualifications & Education:
Studying Master of Dispute Resolution|Charles Sturt University,
2013 Graduate Certificate Industrial Relations |Charles Sturt University
2012 Cert IV Public Safety (Military Leadership) | Royal Military College
2010 Cert IV Training & Assessment | Polytechnic West, 2010
2008 Bachelor of Business (HR Management & Industrial

Cultural, Economic, Political and Industrial Relation...
China, over the last 30 years or so has achieved extraordinary economic growth, leading to gradual
market liberation. Despite this China remains a one nation state with HR practices steeped in
Confucianism, however The Chinese government is committed to supporting outward investment
for companies looking to expand overseas. (IBM, 2006). There are many influences to consider
when deciding which country to invest in, this essay will consider the cultural, economic, political,
and industrial relation factors a Chinese steel factory must consider in deciding whether to open a
new production facility in Britain or Sweden. After considering these issues, based on the evidence
the essay will conclude with a recommendation on which country is ... Show more content on
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(Hayter, 2011)Indeed workers have had very few rights, although China in response to adverse
publicity have introduced some minimum labour laws (Hollingshead, 2010)
The Scandinavian approach embraced by Sweden is strongly Pluralist (Hollingshead, 2010) which
guarantees freedom of association and is backed by the Swedish constitution. Additionally collective
bargaining agreements play a major role in the employment relationship, with trade unions enjoying
a very strong voice in Sweden (Xpert HR, 2014). In comparison to the UK, Sweden takes its
workers' rights very seriously and many employee benefits are legally enforceable, this along with
laws protecting the rights of trade union members provide significant security and benefits for
workers (Work.Sweden.Se, 2014). Additionally Sweden has extremely centralised and organised
trade Union organisations with a particularly high level of union density, its highly egalitarian
society having low levels of economic inequality but with high levels of state expenditure.
(Upchurch et al, 2009). Mutual respect is the norm between trade unions and employers and with
close links with political parties, however rigid labour laws can inhibit Foreign Investment.
(State.Gov, 2012)
On the other hand, the UK adopts a voluntarist approach to employment regulation and avoids direct
intervention in employment relations, unlike Sweden, trade unions no longer

International Industrial Relations
I. INTRODUCTION There has been a growing interest in the issue of globalization,
internationalization, 'best practices' adoption and its impacts on the convergence of national
employment relations system. Many scholars concludes that at the industry level, the needed
changes to be more flexible and internationally competitive has led to several common patterns in
term of employment relations. Meanwhile, others argue that cross–national variations such as
culture, economic stage of development, institutions workers, behavioral mindset still exist and
constitutes diversity within and between nations. This essay will review some of the most relevant
literature, research and debates surrounding the topic as well as explore different ... Show more
American realized they should learn the Japanese economy model of high levels of coordination
between business and government, well–balance between stakeholders, highly trained workers as
well as just–in–time method. However, in the 1990s, the flow has reversed with Japanese companies
experienced pressures to adapt U.S– style corporate governance and market–oriented employment
practice. U.S now enjoys macroeconomic success, generate millions of new jobs while Japan and
Europe experienced slow growth and high level of unemployment. American model with flexible
employment arrangements, shareholder sovereignty, decentralized companies recaptured the lead as
slower–growing peers such as Japan and Europe regarding the model as the best. Generally, this two
economies become more aware of each other, they compare themselves and more likely to adopt
each other's practices, especially at the level of the industry in which they complete. For example,
U.S investors are active in Japan, trying to persuade local executives to adopt U.S– style business
practices, just as U.S policy makers have been urging the Japanese government to emulate American
laws regarding trade, commerce and intellectual property. On the other hand, Japanese firms have
made huge amount of investment in U.S and have considerable U.S based employees who adopt to
Japanese–style practices. Over time, the U.S and Japanese firms

Employee Industrial Relations and Strategic Hrm
Employee industrial relations & strategic HRM Employee industrial relations and strategic HRM
plays an important role in how the organization manages its resources. There are many aspects of
industrial relations and strategic HRM that impact employees. Following are few major ones.
Engaging employees: Employee engagement is very important aspect of Industrial relations and
strategic HRM. Employee engagement means putting employees first. As mentioned in an interview
with Gary Burkett (managing director of FedEx). He said he joined FedEx Canada because of its
people first philosophy and the fact that people first philosophy is an emphasis on employee
engagement which is a key scorecard metric for manager's accountability.
People first ... Show more content on Helpwriting.net ...
This motivates the employee to continue to do great job and contribute to the success of the
organization and their own future. Complaint systems and whistleblowers: Whistleblowers can be
from present or former employees. They can be customers or high level executives. Their concerns
can be about securities fraud, sexual harassment and other contentious areas and can be very
demanding and challenging for companies. Effective investigation process may include but not
limited to timing, consultation with counsel, notification to board of directors and auditors,
involving human resources, create investigative plan, preparing for interview and making a decision
and communicate it. Communications and trust: Communications have big role in building trust. If
employees are well informed and are explained honestly about the changes in the organization then
employees understand and it also builds trust. To communicate with their employees and to motivate
them many companies have banners in their front desk and around the workplace to communicate
their goals with their employees. As mentioned by the Watson Wyatt Worldwide study that the
companies with high integrity generate twice the financial returns than those of less integrity levels.
Here integrity levels were based on employee assessment of senior management's consistency.
Employees usually don't meet senior managers so each interaction between senior executive and
workforce is an opportunity to build or

The Current Industrial Relations Legislation
5 Current industrial relations legislation The federal system IR for most Australian employers and
employees, including Vitoria. Vitoria in the early 1990s to its general industrial relations to the
federal jurisdiction, the country 's employees are still part of the federal labor relations system. 5.1
The Commonwealth Powers (Industrial Relations) Act 1996 The purpose of this act is to mention
some matters related to the Commonwealth Parliament in Vitoria and career, including mediation
and arbitration matters, in order to prevent and solve the industrial disputes, employee 's minimum
employment conditions and conditions and termination of employment and freedom of association.
(The Commonwealth powers act 1996, Commonwealth) 5.2 Federal ... Show more content on
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The bill increases the rights of outside staff and provides a simple low–cost process to recover
arrears. (Outworkers (Improved Protection) Act 2003, Commonwealth) 5.5 Construction Industry
Long Service Leave Act 1997 Employers are usually subject to federal and long–term service
holidays in 1992 to provide long–term service leave, employers in the construction industry under
special provisions. Long–term service leave in 1997 provided for the construction of workers in the
industry long–term service holidays. (Construction Industry Long Service Leave Act 1997,
Commonwealth) 6 Australian's workplace relations laws The key elements of this framework are: 
Safety net for minimum conditions and employment conditions.  Collective bargaining system and
industrial action rules based on bargaining power.  The provision of personal flexibility as a means
of allowing individual workers and employers to work flexibly to meet their real needs, on the basis
of better overall staff.  Protection against unfair or unlawful termination of employment.  In
order to protect the freedom of the employer and the employee, to choose whether to express
through the third party in the workplace, and to define the rights and responsibilities of the employer
and employee representatives.  The law is a working relationship law enacted by the federal
parliament. Fair Work Committee and Fair Work Ombudsman to monitor the practical application of

Enterprise Industrial Relations Essay
Todd (2012) has interviewed employer association representatives and examined their public
statements and submissions. From her research, she questions whether the changes to the industrial
relations system that employer associations advocate would enhance productivity. With regard to
issues such as penalty rates and job security, there is evidence that these relate to cost cutting and
enhanced managerial prerogative rather than productivity. Discuss
Introduction
During 2011 employer associations in Australia conducted an active lobbying campaign to introduce
legislative changes with respect to industrial relations. Predominantly they were seeking to diminish
the power of collective bargaining and increase managerial control under the ... Show more content
on Helpwriting.net ...
Ultimately employers indicate that unless businesses can become more flexible then in the long–
term there will be no work available at all (Pye, 2012).
Statistical research by Eslake (2011) has established that for the last decade Australia has been
experiencing a decline in overall productivity. This supports the main thrust of the lobbyists, who
argue that rigid organisational pay and working conditions create an inflexible organisation which is
not able to compete in the international environment. They argue that there is a direct correlation
between increased organisational flexibility and productivity, and a number of large organisations in
Australia have suggested that barriers to productivity include a lack of flexibility, increasing penalty
rates, and restrictions on the use of contractors (Todd, 2012:350). They believe that these inhibitors
should be addressed in amendments to the FWA in order to secure a productive future for Australia
and the workforce in general.
Challenges
Todd (2012) questions the validity of these sweeping arguments made by employers seeking to
challenge the FWA. She draws upon wider research which demonstrates that generalisations linking
flexibility and organisational productivity should be treated with caution as the specifics of this
within organisations are also correlated to aspects of leadership and organisational culture
(Abernathy, 2011). In essence, small flexible

A Project on Industrial Relations and Labour Welfare
Quality of Working Life, Industrial Relations and Labour Productivity
Report from two workshops in WORK–IN–NET Stockholm, May 25–27, 2005 Horst Hart, Erling
Ribbing, Kenneth Abrahamsson
WORK–IN–NET
Labour and innovation: Work–oriented innovations – a key to better employment, cohesion and
competitiveness in a knowledge–intensive society
–2–
WIN–Coordinator's Foreword
This report is based on the main findings of two workshops on Quality of Working Life, Industrial
Relations and Labour Productivity as part of the WORK–IN–NET project. The workshops were
organised by FAS, the Swedish Council for working life and social research, and VINNOVA, the
Swedish Innovation Agency, and were held in Stockholm in the end of May 2005. WORK–IN–NET
is a ... Show more content on Helpwriting.net ...
Stockholm, June 30, 2005
Kenneth Abrahamsson Programme Director, FAS
Erling Ribbing Programme Manager, VINNOVA
–5–
–6–
Contents
WIN–Coordinator's Foreword.................................................................................................... 3
Foreword by the Swedish partners ............................................................................................. 5
Introduction by the rapporteur.................................................................................................... 9
PART 1: Corporate Social Responsibility (CSR) and economic growth................................. 11 CSR
in a comparative context.............................................................................................. 11 Trends and
developments in Swedish Working Life – Overview of recent changes concerning work
organisation, innovation, mobility and social corporate culture .............. 12 VINNOVA's profile on
Innovative Working Life............................................................... 16 (1) The generic WLD

programme.................................................................................... 16 (2) Integrated WLD in technical
R&D programmes........................................................ 16 (3) Innovation system research programme
..................................................................... 17 Work life perspectives on innovation and innovation
systems – Where are we heading? .. 18 Some

Industrial Relations Practices
This chapter seeks to review the thoughts of other experts on industrial relations practices in state
owned organisations. The purpose is to have a reference in terms of what others believe and
perceive in relation to industrial relation and its practices in state owned organizations using Ghana
as a case study. State–Business Relations and Economic Performance in Ghana by Charles Ackah,
Ernest Aryeetey, Joseph Ayee & Ezekiel Clottey In their executive summary, Charles Ackah, Ernest
Aryeetey, Joseph Ayee & Ezekiel Clottey, talked about the fact that relationship between the state
and business community in Ghana had varied since independence. Though each government has had
distinct relations with business and private sectors, civilian ... Show more content on
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Business concerns of firms are channeled more often through formal by BAs to state agencies.
Firms through their BAs make inputs into budget and other policy on formalized basis. Moreover,
strong formal relationship between the executive and BAs such as the investors advisory council
have helped firms stay close to government and bureaucracy. Overall, their findings contribute to
understanding that link between an effective state business relations and economic performance.
Their paper adds to the work done by Qureshi and te Velde (2007) by investigating the key
determinants of firm performance and also assessing the relationship between an effective SBR and
firm productivity in Ghana. The results of their study stress the need for an enabling environment for
the private sector. Experiences from East and Southeast Asian economies have also shown that
investment and productivity growth critically hinges on an effective and vibrant private sector
underpinned by a sound investment climate. Promoting a sound investment climate is one of the
core responsibilities of the state in both developed and developing countries to achieve rapid capital
accumulation and sustained growth and poverty reduction. Markets are good but are not without
flaws. Thus, in order for inequalities in incomes and opportunities not to be exacerbated by the
markets, it is important that the many constraints that

Industrial Relations
The implementing of the Workplace Relations (Work Choices) Amendment Act 2005 ('Work
Choices') by the federal Coalition government saw the most audacious industrial relations
legislation enacted for the Australian community in over a century (Peetz, 2006). It was to be a
central plank in the government's stated aim of reform by decentralizing industrial relations laws in
Australia.
The changes were significant and included:
– abolition of the 'no disadvantage' test
– abolition of unfair dismissal protections for workers in firms with less than 101 workers
– privileging individual contracts ('Australian Workplace Agreements' or AWAs) over collective
agreements (CAs),
– restricting the right to undertake collective action
– ... Show more content on Helpwriting.net ...
Flexibility is demonstrated with options to 'cash out' sick leave, penalty rates, overtime pay, shift
loadings, allowances, redundancy pay and the extra week of annual leave where it exists (ACCI,
2005). Only the five designated protected conditions are immune from such employer/employee
negotiation (OAE, 2008).
Certain requirements must be met in order to undertake industrial action under WorkChoices. These
requirements are designed to significantly reduce the occurrence of protected industrial action
(APH, 2008). The management and resolution of disputes pre–Work Choices 2005 involved a
massive commitment of both time and energy to work through the resolution processes (ACCI,
2005).
All workplace agreements contain a dispute–resolution procedure clause. Work Choices makes third
party intervention in disputes between employers and employees by the Australian Industrial
Relations Commission (AIRC) a last resort, unless industrial action is actually threatened or taking
place (APH, 2008). This is said to provide for improved communication and the ability to
effectively resolve disputes in the workplace without resorting to a drawn out process involving
'interested' third parties. According to the Australian Bureau of Statistics, the number of working
days lost due to industrial disputes in the June and September quarters 2006 was 53 per cent lower
than the equivalent period in a year earlier before

ACKNOWLEDGEMENT This project is submitted in response to the case study of module 08 in
Professional Qualification in Human Resources Management. I am extremely grateful to all people,
too numerous to mention, who have contributed to this case study. The Management Process
,analyzation of a case in an organization, how to give an solution to the problems based on the
theory and techniques which I have included in this case study are the most valuable ideas I have
gained from my lecturers at IPM and various HRM Professionals. I would like to acknowledge the
help of everyone who sacrificed their valuable time for various research programmes and those who
have kindly helped me to develop this project. I ... Show more content on Helpwriting.net ...
1) Change leardership style. Provide the company with proper learders.The managers who are
appointed as leaders should follow a leadership style that leads to sustainability of the organization
along with ability to change according to the environment. (2)Bargaining Rights Bargaining rights
refer to union recognition and the rights of individual workers to join together and bargain for a
change in policy and organization.The employees should be facilitated in a method where they can
speak up their issues. (3) Change strategy into improving quality Just as the economic policy was
changed and competition came in, the company should've improved the quality of it's product to
match competitive products. They should've bought new machines and trained the employees to use
them even though purchasing new machines was costly. If they made that investment then, by now
they would've been back in business and making thick margins. (4) Involve employees in decision
making Employee involvement is creating an environment in which people have an impact on
decisions and actions that affect their jobs. Employee involvement is not the goal nor is it a tool, as
practiced in many organizations.The company should encourage the employees to come up with
new ideas and to involve in decision making. Employees are the ones who are really in production;
they would know

Industrial Relations-Labour Laws
A detailed examination of the Jamaican Labour Laws HRNM 6015/ HR67A Industrial Relations and
Negotiations (Semester II: 2013) University of the West Indies Department of Social Sciences An
exploration into whose interest is served by the law and the reality of a class bias. 04–029353
Submitted as partial completion of the requirement for the Masters of Science Degree Human
Resource Development at the UWI (Mona) Introduction Labour law in the Caribbean and Jamaica
in particularly has traditionally been shaped by social, economic and political influences Goolsaran
(2005). Over the past 100 years, its major challenge has been its response to social and political
demands ... Show more content on Helpwriting.net ...
After the abolition of slavery, the resentment which former slaves felt at their exploitation and the
low wages plantation managers were prepared to pay, (which were below what a family could live
on), turned the former plantation workers against work in agriculture. This refusal to continue to
work on the plantations became, in an industrial relations context, the first "withdrawal of labour" or
strike action. Eaton (2002) purports that the industrial relations response by the state, which was
coeval with the mercantile class, co–operated in defeating the workers' protest action by establishing
the indentured labour system, importing workers from China and India to take the place of the freed
slaves. Eaton (2002) stated that the signs were there as there was no doubt that wages were poor,
employment irregular and there were crop failures. Thus the birth of the Jamaica labour movement
began. Kirkaldy (1998) purports that this dates back to the year 1938 following a series of strikes in
Jamaica. Nonetheless Kirkaldy contends that, " there were, however attempts at a combination for
many years prior to that date, but prior to 1919 when the Trade Union Act was passed, unions
operated without the protection of the law. Trade unions in Jamaica as Eaton (2002) describes were
established to include the desire of work–people to protect themselves from the vicissitudes of
employment by collective

System and Change in Industrial Relations Analysis
Critique: System and Change in Industrial Relations Analysis As a student of industrial relations, I
am often bombarded with conflicting theories and reasons for the emergence and importance of this
field. Edmond Heery outlines and analyses the justaposition of two different views of modeling this
vast and often debated area of industrial relations. His article looks at two types of model building in
IR. First, the traditional model of systems–thinking set forth by John Dunlop, one of the pioneers of
IR theory. Introduced in 1958, Dunlop's system theory of IR tries to provide tools to understand the
widest possible range of IR activities and explains why particular rules are established in particular
contexts. Dunlop argues that IR can ... Show more content on Helpwriting.net ...
In the exogenous–gradual model, IR change occurs due to gradual, cumulative change that is driven
by forces beyond the employment control. An example is globalization. In the exogenous–
disjunctive model, episodes of change are interspersed with periods of stability. The change itself is
triggered into the employment relationship by some external event, like a war. In the exogenous–
cyclical model, change follows a repeating cycle of decline and renewal as IR adapts to cyclical
pressures in the external environment, such as election pressures and the economy. In the
endogenous–cyclical model, change occurs because of the competing drives of the actors. For
example, IR is said to be both adversarial (due to the competing interests) and cooperative (due to
interdependence of the parties). Thus IR will oscillate between adversarial and cooperative mindsets
depending on the context as the limitations of each approach become apparent to both management
and workers. In the endogenous–disjunctive model, change occurs as a result of strategic choices of
the actors within the employment relations. For example, as a result of unions' traditional
marginalization of women's and minorities' issues, there has been an increased mobilization of
women and minorities within unions. In the endogenous–gradual model, change is gradually driven
by forces internal to IR. This model stresses the maturing of IR institutions over time, as they
become more

Essay On Industrial Relations
State Business Relations and Performance of Manufacturing Sector
In Karnataka
*Dr.Sathyanarayana Assistant Professor in Commerce
Government First Grade College Hosakote, Bangalore Rural
Mail:sathyanarayana80@gmail.com
** Prof.THARAMATHI.D
Assistant Professor in Economics
Government First Grade College Hosakote, Bangalore Rural Abstract
Industrialization is both a policy and a process. It is a policy in the sense that the business groups in
a given society, based on its calculations of the market conditions, government regulations and
societal conditions decide either in favor of or against such a move. It is a process in the sense that
business groups, in its venture towards industrialization tend to ... Show more content on
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It is a process in the sense that business groups, in its venture towards industrialization tend to
constantly interact with various organizations such as the government, trade unions, economic
organizations and also the members of the civil society – in fact, economy itself is embedded in civil
society (Moran, 2006). Broadly speaking, we can identify two major actors or players who play
important roles in the industrialization processes of the state – the Government and the business
community. We call them organizations as they are characterized by recognized principles of
sovereignty, exclusiveness and command structures of their own (Leftwich, 2006). Nevertheless,
they are controlled in their activities by the institutional framework, consisting of rules, norms and
conviction, within which they are expected to operate. It is against this background that it becomes
highly essential to understand the nature and status of industrial development in the state of Andhra
Pradesh with respect to the state's policy incentives or disincentives. Further, we intend to
concentrate on the role of the government in Karnataka, in initiating the processes of reinventing the
industrial sector in general and the manufacturing sector in particular. The policy of re
industrialization and re–emphasis on manufacturing assumed importance as the probable response to
certain critical conditions – such

Industrial Relations Portfolio
Assessment Task 2 Industrial relations Portfolio Assessment Task 2 Industrial relations Portfolio
May 1, 2014 May 1, 2014 Jackie Brillas Ultimo TAFE Jackie Brillas Ultimo TAFE 1. Identify a
major workplace legislation in Australia and describe the workplace legislation that covers your
selected workplace. The anti–discrimination act of 1977, this act has been amended many times over
the years since first being applied in the work place. The most recent version was last amended in
February of 2014. This act covers, * Discrimination in work * Racial discrimination * Special needs
* Sexual harassment * Sexual discrimination My job falls under this act, it confirms and surrounds
all employees/ employers ... Show more content on Helpwriting.net ...
* Notice period and severance pay– if an employee's position is made redundant at UNSW they
must be given a minimum of four weeks' notice unless they are above the age of 45 then they must
be given 5 weeks' notice or the severance may be paid out. * Hours of work– Here UNSW explain
an employee is able to change his or her number of hours worked per week from the standard 38 to
either 35 or 36 hours. Their pay would then be 35/38ths of 36/38ths of the annual salary. And a
notice of one month must be given. * Performance management and rewards– It is outlined that all
staff members of UNSW are held to a 6 month probation and if a supervisor feels the employee is
progressing exceptionally well they may choose to accelerate the employee using the schedules
mentioned in the base pay section. * Disciplinary matters and termination– This enterprise
agreement now breaks down their employee performance management, advising the employee of
the issues, providing the employee with the opportunity to change the behaviour or skill gap, if the
issue persists providing the employee with an outline of the deficiencies, giving the employee a
timeframe, and finally counselling. 5. Please find attached a copy of the UNSW grievance
procedure. 6. Identify the Following;

Essay about Business Research Task: Coca-Cola Amatil
Business Research Task: Coca–Cola Amatil Employees are the most beneficial assets that a business
can have. Without staff a business, essentially, would be unable to operate. Therefore it is of vital
importance to maintain a highly efficient relationship between employers and employees. This is
carried out through Employment Relations. Effective and efficient employment relations in a
specific organisation should be shown through; good work performance, job satisfaction amongst
employees, low levels of absenteeism and low levels of staff turnover. As these goals are met so will
the level of effectiveness of a business' employment relations be determined. Coca–Cola Amatil
independently manufactures own soft drinks, it is the ... Show more content on Helpwriting.net ...
There are two types of rewards; monetary and non–monetary. Monetary rewards consist of things
like pay, bonuses, profit sharing, share bonus schemes and fringe benefits. Whereas non–monetary
rewards include positive feedback, employee of the month awards, certificates of appreciation and
promotion. Rewards systems should include the following to insure fairness to all parties; show
respect for individuals, operate with procedures that are fair to everyone and to be plain and blunt
about the basis of decision making. Rewards aim to motivate staff and draw high–quality
employees. Wages and salaries tend to be the main monetary reward offered at CCA. But they also
include offers of retirement benefits and superannuation that are over the legal minimum, this is
seen as an attractive quality in potential staff. As an addition, managers are known to receive yearly
bonuses, share options and fringe benefits as rewards for good performance. Non–monetary rewards
given at CCA comprise of company cars, promotion, flexible work hours, holiday leave [again,
above and beyond that of the minimum legal requirement, and implements that aim to keep high
levels of productivity an morale in the workplace. [Business Studies HSC Course Second Edition,
2004] At CCA

industrial relations systems in India
Outlining the formal industrial relations systems in India and comparing it to Australian industrial
relations systems. Describing the views on how appropriate Indian industrial system is for modern
industry and commerce. Executive summary: The determination of this report is to compare the
industrial relationship system of India and Australia. The assessments provided here describes how
appropriate Indian system is for modern industry and commerce. The conclusions gives a clear view
of Industrial relations and the relationships between employees and employers inside the
organizational situations of India and Australia. Industrial relations are basically the interactions
between employers, employees and the government, and the ... Show more content on
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Note organized sector unionized sector (unionized sector very small subset of 'organized sector.
Census data released by the Australian Bureau of Statistics displays more than 6.3 million workers
were employed full–time last year. Employment Status (2013–2014): Australia India Self employed
17.2% 55% Regular workforce 13% Casual workforce 32% Private sector 81.4% 31%(8.70 million)
Public sector 18.6% 69%(19.4 million) Employed persons 11,517.4 28999.0 Unemployed persons
727.1 41750 Employment rate 71.4% 53.7 Unemployment rate 5.8% 3.8% Participation rate 64.7
Structure & Trends: Labour Force Employment Structure (2001): Sector Share in Employment&
GDP(1983) Share in employment & GDP(2010) Agriculture 69% 38% 60.4% 25% Manufacturing
13.8% 26% 16.8% 26% Tertiary 17.2% 36% 22.8% 49% Employment structure: Industry of
employees Australia India Agriculture, forestry and fishing 2.2 15.6 Mining 0.9 1.3 Manufacturing
12.5 10.1 Electricity, gas and water supply 1.0 1.5 Construction 6.0 5.0 Wholesale trade 4.9 7.1
Retail trade 15.5 13.6 Accommodation, cafes and restaurants 5.2 4.6 Transport and storage 4.5 4.4
Communication services 1.9 1.9 Finance and insurance 4.0 4.5 Property and business services 11.6
7.7 Government

Pluralist Perspective Case Study
Unitarist Perspective often refers workforce as a team and frequently associated with management.
This implies the idea of organization as a harmonious team or family. It often used the term we in
their mission statement, suggesting that all employees has the same mind and where the organization
and all the members of the staff are sharing a common purpose, emphasizing mutual
cooperation(Naukrihub, 2007). Thus they set a common values, interest and objectives. It practices
paternalistic approach where it requires on all employees loyalty , being primarily managerial in its
emphasis and application.
There are two implication of this perspective, first is that conflict is the result of employees
dissatisfaction and difference with management ... Show more content on Helpwriting.net ...
These unions have a right to challenge the employer or management. (Lewis, Thornhill, & Saunders,
2003) added that the unions also have the responsibility to seek negotiations. This make certain that
conflict, which in any organizational setting are inevitable, are settle d and the concerned parties are
in good working relationship. However, this form of relationship also brings disadvantages: first, it
might portray power imbalance between parties that have varying interest, aims and aspiration(Rose
2008). Rose further added the second weakness of pluralism is that it emphasizes more on the
support of efficient, rational and effective management of conflicts within the organization. Hence,
according to (Bray, Waring, & Cooper, 2011) the third disadvantage of pluralism is that it is
indeterminate and open–minded. This makes a underlying structural resentment that has the ability
to result in more conflicts in both workplace and the labor market. This open–mindedness makes a
room for more conflicts as employees have the right to present varied ideas that might not comply to
organizational

Industrial Relation Issues On Industrial Instruments And...
This purpose of this report is to examine industrial relation issues that are combated in the
workplace and relating these issues to industrial instruments and entitlements ( Thornthwaite &
Sheldon, 2013). The chosen workplace for this report is WestPac it is one of the biggest leading
banks in Australia which provide various financial services for their customers. The issues that will
be discussed in this report outlines the conflicts of maternal/parental leave in Westpac, enterprise
agreements of the workplace, comparisons between industrial instruments and if these requirements
fit in with the National Employment Standards (NES). Moreover, under the Fair Work Australia Act
2009, it covers many industrial instruments particularly the one ... Show more content on
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In terms of Westpac's enterprise agreement there was a major industrial issue regarding the loss of
jobs and employees had a vote in order to ensure that their rights and working conditions were met
with Westpac's enterprise agreement.
In the workplace, the instrument that is widely addressed and has created ongoing conflict in the
workplace is parental leave. Paid parental leave allows the employees to be covered by working
conditions which allows them to be accommodated from recuperation from birth ( (Baird, Whelan ,
& Page , 2009) According to human services department by law parental leave pay lasts for at least
eighteen weeks for employees to take time off to take care of their newborns or infants ( (Human
Services , 2014) However, according to Westpac's conditions those employees that are permanent in
the workplace are only given thirteen weeks of paid parental leave including superannuation pay,
therefore this created industrial conflicts regarding the unpaid parental leave. The workplace
parental leave conditions are protected by the Paid Parental Leave Act (2010), which ensures that
employees are given financial support to care for their newborns .The parental scheme is
problematic as some employees have argued that their parental leave conditions are not reasonable,
Westpac provides both financial and non–financial

Aspects of Industrial Relations.
Industrial Relations or Labour Relations is an expression used not only for relationships between
employers and Trade Unions, but also for those involving Government with the aim of defining
policies, facing labour problems. The concept of industrial relations has a very wide meaning and
connotation. In the narrow sense, it means that the employer, employee relationship confines itself
to the relationship that emerges out of the day to day association of the management and the labour.
In its wider sense, industrial relations include the relationship between an employee and an
employer in the course of the running of an industry and may project it to spheres, which may
transgress to the areas of quality control, marketing, price fixation ... Show more content on
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A Trade Union is any combination, whether temporary or permanent, formed primarily for the
purpose of regulating the relations between workmen and employers, or between workmen and
workmen, or between employers and employers, or for imposing restrictive conditions on the
conduct of any trade or business, and includes any federation of two or more trade union .Ellem,
(2004). The role of trade unions and their representatives The existence of a strong and recognized
trade union is a pre–requisite to industrial peace. Decisions taken through the process of collective
bargaining and negotiations between employer and unions are more influential. Trade unions play an
important role and are helpful in effective communication between the workers and the
management. They provide the advice and support to ensure that the differences of opinion do not
turn into major conflicts. The central function of a trade union is to represent people at work. But
they also have a wider role in protecting their interests. They also play an important educational
role, organizing courses for their members on a wide range of matters. Seeking a healthy and safe
working environment is also prominent feature of trade union. Although trade unions look after the
interests of their members, they also recognize the advantages of working in partnership with
employers. This is because a successful, profitable business is good for workers and therefore good
for the union and its

Disadvantages Of Industrial Relations
"Living in an advancing technological age" when hearing this statement the first thing that come to
mind is what is the technological age we are living in? Technological age or the information age as
its also called is a period of time in which information became easily accessible through
publications and through the manipulation of information by technology which comes in the form of
computers and computer networks, and information being any useful data, instruction, or
meaningful content. (Freedictionary.com).When examining the term industrial relations it can be
separated into two sub categories industry and relations. Industry according to vocabulary.com is a
group of manufactures or businesses that produce a particular kind of goods or services and relations
would refer to the ... Show more content on Helpwriting.net ...
The assets are fully used, subsequently in the maximum possible production. There is continuous
flow of revenue for all. Declining in Industrial Differences – Good industrial relations diminishes
the industrial disagreements. Clashes are replications of the failure of rudimentary human impulses
or stimuli to secure adequate gratification or manifestation which are fully treated by good industrial
relations. Strikes, lockouts, go–slow tactics, grievances are specifics of the likenesses of industrial
turmoil which do not transpire in an environment of industrial peace. It aids in helping co–operation
and growing production. High optimism – Good industrial relations increase the confidence of the
workers. Employees work with great enthusiasm with the feeling in mind that the interest of
businesses and workers is one and the same. All workers thinks that he is a co–owner of the
advantages of industry. Thorough harmony of thought and action is the chief accomplishment of
industrial

Conceptual Framework of Employment Relations UNIT 2 EVOLUTION OF INDUSTRIAL
RELATIONS AND CURRENT DEVELOPMENTS Objectives After going through this unit, you
should be able to: l l explain the historical perspective of industrial relations in India; appreciate the
impact of globalisation, technological changes, and other forces on industrial relations; identify the
issues and challenges confronting industrial relations in India. l Structure 2.1 2.2 2.3 2.4 2.5 2.6 2.7
2.8 2.9 Introduction Industrial Relations in India Government's Role Current Developments
Industrial Relations Scenario Issues and Challenges Summary Self–Assessment Questions Further
Readings 2.1 INTRODUCTION In order to understand the issues and problems associated ... Show
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The close of the First World War gave a new twist to the labour policy, as it created certain social,
economic and political conditions that raised new hopes among the people for a new social order.
There was intense labour unrest because workers' earnings did not keep pace with the rise in prices
and with their aspirations. The constitutional developments in India led to the election of
representatives to the Central and Provincial legislatures who took a leading role in initiating social
legislation. The establishment of International Labour Organisation (ILO) in 1919 greatly influenced
the labour legislation and industrial relations policy in India. The emergence of trade unions in
India, particularly the formation of All India Trade Union Congress (AITUC) in 1920 was another
significant event in the history of industrial relations in our country. Second Phase: The policy after
the First World War related to improvement in the working conditions and provision of social
security benefits. During the two decades following the war, a number of laws were enacted for the
implementation of the above policy. The Trade Disputes Act, 1929 sought to provide a conciliation
machinery to bring about peaceful settlement of disputes. The Royal Commission on Labour
(192931) made a comprehensive survey of labour problems in India, particularly the working
conditions in the context of health, safety, and welfare of the workers and made certain
recommendations of

A Brief Note On The Australian Industrial Relations
SUB: AUSTRALIAN INDUSTRIAL RELATIONS Case Study ON Enterprise Bargaining
SUBMITTED BY NAGA GAYATHRI KURUVADA STUDENT ID: 110155314 Introduction
Enterprise Bargaining: Enterprise bargaining in practiced in Australia. It is the process by which the
wage and the working conditions are negotiated at the level of the individual organization. Once the
agreement is implemented, it is legally binding between the employer and the employee. The
participating members of Enterprise Bargaining agreement are either the employer or the trade union
who acts on behalf of the employees or the agreement is between the employer and the employees
who act for themselves (IP AUSTRALIA ENTERPRISE AGREEMENT, 2011; p–1–30). The
agreement was ... Show more content on Helpwriting.net ...
According to this agreement, a settlement could be made between the employees or trade union and
the employers without payment of legal penalties (Hall, 2006; p–291–303). The agreement could be
carried without any industrial action (which includes strikes) in the pursuit of the claims
(Fairwork.gov.au, 2014); (Blanpain, 2014; p–20–40). Outcome of Enterprise Bargaining Agreement
in Woolworths The outcome of the Enterprise Bargaining Agreement in Woolworths has been
studied. The agreement will regulate the conditions laid down by the employees and abide by the
terms of the employment. The agreement was prepared with due acceptance from the employer and
the employee. There was no stress while making the agreement. The rights of the employees were
maintained during the agreement. The outcome are discussed below – 1. Full time employee –
According to the agreement, a full time employee is one who works for 36 hours in a week if the
average is taken for a 2 week cycle. 2. Part time employee – An employee is considered as a part
time employee who works for minimum of 16 hours and a maximum of 32 hours in a week. 3. A
casual employee is defined as one works on contract basis. 4. An employee is considered as a day
worker who works between 6 am in the morning to 6pm in the evening, from Monday to Sunday. 5.
A worker is called as a shift worker who starts working before 6am in the morning and works after
6pm in the evening. The worker will

Historical Background Of Australia 's Industrial Relations
Trade unions have been prominent in Australia since the early nineteenth century, established to
improve and maintain the working conditions of workers through strategic industrial action
including strikes, collective bargaining with employers, and advertising campaigns. Typically,
Australia's industrial relations have been shaped by highly centralized Commonwealth and state
tribunal systems of conciliation and arbitration. However, the last three decades have seen
considerable changes in the legislative, economic, and social realms that have traditionally governed
the industrial relations of Australia, and the relevance of unions is under questioning. This paper
examines the relevance of unions by first examining the historical ... Show more content on
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This commitment lasted over a decade and fostered negotiation among employees, employers, and
governments outside of the formal industrial relations progressions (Chapman & Gruen 1990;
Morris & Wilson 1995). The Workplace Relations Act of 1996 gave the Australian Workplace
Agreements (AWAs) accessibility to ratify non–union collective agreements under enterprise
bargaining at the workplace level, effectively decentralizing the union movement and reducing
union control over employee working conditions (ABS Cat No 4102.0). The Act saw the prohibition
of compulsory unionization and strengthened control that the Australian Industrial Relations
Commission (AIRC) had over illegal industrial action, allowing the AIRC to stipulate how much
and for how long industrial dispute was lawful (Van Gramberg 2001). This period also endured a
major privatization of the public sector occurred which promoted policies to foster a growth of
precarious employment (Van Gramberg 2001). Changes to legislation crafted under The Workplace
Relations Amendment Act (Work Choices) in 2005 encouraged employers and employees to resolve
disputes at the workplace by removing unfair dismissal provisions, ascertaining a federal minimum
wage rate and award minimum

Globalization and Industrial Relation: Quite Entry of...
GLOBALIZATION AND INDUSTRIAL RELATION: QUITE ENTRY OF LABOUR STANDARD
* M.VENKATALAKSHMI **S.KRISHNAKUMARI
ABSTRACT
To understand the range of Industrial Relation challenge that employers and their organizations are
likely to face in Asia and pacific during the next decade, it is necessary to appreciate the current as
well as historical factors which have shaped and are sharpening such relations in the region. The
early ministerial of WTO invariably found the west demanding core labour standards be brought
under the ambit of trade negotiations. It is tempting to see this as a victory for India since this
country had led the opposition to linking labour standards to trade negotiations. ... Show more
Over the last decades, the buyers have laid down the laws regarding the standards that are
acceptable and while they were at it they have laid down some environmental standards as well. The
buyers typically insert on a global standard market the SA 8000 that have both labour and
environmental norms.
Involuntary entry of labour standards in India
Historical perspective
Indian industries practice the Industrial Relation and labour standards as per the requirement of the
state and the Central Government. Accordingly, the skills set of employees in the Indian market was
as per the industrial set of the domestic market. Industrial Relation and labour standards are shaped
by the political, economic and cultural context in each country and are reflected in their particular
policies, legal and institutional framework and relationship between Government and social
partners. The quiet, but extremely effective, implementations of the link between the labour
standards and trade in the world market has several implications for the local economy.
As these core standards include minimum wages, a clean working environment, monitoring of
supervisor behavior and setting up of committees to address workers grievances etc.
Impact on Unions

The internationalization of labour standards has also divided into international trade union
movement. Indian trade unionists have been willing

The Ethics Of Business Ethics In Industrial Relations
Business Ethics in Industrial Relations
ABSTRACT
Industrial relations study has generally revolved around institutions of workplace governance, and
their effect on the interests of different parties, supplemented on occasion by concern for employee
voice. Business ethics has focused on individuals' actions and on policies or rules that ought to apply
to them, but has neglected workplace institutions. Between the two areas there is a gap, where
studies about institutions of workplace governance fail to deal with issues of ethics at work and
where studies of business ethics neglect institutional arrangements. Attempts to bridge the gap do
not seem to have considered the effects which institutions have on individuals as ethical decision–
makers, and the way that arrangements like incentive structures or efﬁ ciency requirements can
place individuals in ethical dilemmas or encourage them to ignore ethics entirely. In the design of
workplace institutions, consideration needs to be given not only to the ... Show more content on
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Ethics should brought into the industries because ethics should govern all voluntary human activities
and because business is a voluntary human activity ethics should also govern business. Ethics
shouid be a part of industrial relation because industrial activities like any other human activities,
cannot exists unless the people involved in the business and its sorrounding community adhere to
some minimal standards of ethics. Business is a cooperative activity whose very existences requires
ethical behavior. Any individual business will collapse if all of its managers, employees and
customers come to think that it is morally permissible to steal from, lia to, or break their agreements
with the company,because no business can exists without ethics

What Is The Importance Of Industrial Relations
Introduction In this era of globalization, there is significant change in new age competitive world.
The only way is through the learning & adapting with environment change within an organization in
order to be able survived among rivalries. As different parties have different ideologies and self–
interests, disputes often happen around the organization and cooperation is needed from each party
in order to attain the common benefits and thus pursuit to broader goals (Parasuraman, 2004). This
process of bargaining and cooperation relationships among different parties is occurred within a
system called industrial relations (IR). As briefly describe, a success IR system can resolve disputes
by retain what is appropriate in dynamic environment and ... Show more content on Helpwriting.net
...
The contributions of industrial relations toward the organization including reduce company wastage,
reduce the occurrence of disputes, and achieve organizational goals (Importance of Industrial
Relations, n.d.). First, IR reduces company wastages. IR helps to maintain the cooperation and
recognition between employer and employees. Thus, both parties reach a consensus in common
interests and sharing benefits. Thus, the production flow will not be interrupted and the resources
can be fully utilized. Eventually, this will maximize the production without wastages. Besides that,
IR assists organization to avoid or reduce industrial disputes. This goal can be achieved through
collective bargaining. Collective bargaining is the written agreement between trade union and an
employer about terms and conditions of work and employment of the union members (Parasuraman,
2004). In the process of collective bargaining, the dialogue and communication from both sides will
reflect the fundamental human urges or motivations that contribute to satisfaction (Importance of
Industrial Relations, n.d.). As a result, the understanding of each other fosters cooperation and
reduces disputes

Managing Employee Relations
Managing Employee Relations Assignment Section 1: Evaluate three major external constraints
placed upon your Organisation's approach to employee relations (1,018 words) Section 2: Analyse
management's approach to employee relations in your organisation making reference to appropriate
academics models (1,023 words) Section 3: Evaluate whether the approaches identified in Section 2
above are the most effective for your organisation in the near future (3–5 years), justify any
recommendations you make for a different approach (1,043 words) Introduction This report is in
three sections. The first section outlines the external constraints that impact upon employee relations
within the organisation. A brief summary of this ... Show more content on Helpwriting.net ...
It needs to make full use of modern and flexible work organisation and to adopt patterns of work
that will fit challenges in the future. One group of staff that this affects particularly is sessional
lecturers (hourly paid teaching staff). These staff are employed year on year to deliver an agreed
number of teaching hours. This group of staff is used to give the university flexibility. Sessional
lecturers have commonly been used to cover absences. The impact of this legislation is that
sessional staff, who have been with the university for over 4 years, have been offered indefinite
contracts, whereas staff that have durations of less than 4 years have not. The impact of this is to
cause a poor relationship between employer and employee and as such the number of grievances are
on the increase. Competition The extent to which the market influences employee relations and
styles depends upon competitive pressure and customer pressure (Marchington & Parker, 1990;
cited by Rose, 2001). Lack of

Industrial relations ideologies
Introduction A frame of reference is not a philosophical concept. It refers to one's worldview and the
evaluation or judgement of one's observations. One's frame of reference coincides with one's
behaviour and the consequences thereof. Therefore, a frame of reference is fixed but one needs to be
sensitive and accept individual differences in frames of reference. This paper aims to address the
frame of reference of Pick 'n Pay's chairman and joint managing director, Mr Raymond Ackerman.
The arguments presented in this paper are my own with a theoretical basis from the work of Bluen
(1987). My interpretation of Mr Ackerman's frame of reference will be presented in relation to the
organisation, conflict, collective bargaining and trade ... Show more content on Helpwriting.net ...
This reiterates the notion of balance of power. Collective bargaining The ability for positions to
reach a consensus is reached through collective bargaining. Bluen (1987) infers that the pluralist
frame of reference does not seek to remove conflict but to manage it. Mr Ackerman acknowledged
the existence of conflict and tried to manage it by sending his negotiating team to resolve the
conflict and end the strike. Mr Ackerman has a pluralist view because he believes the issue should
have been resolved during negotiations. He even went as far as awarding greater bargaining
flexibility to the negotiating team. The mere fact that Mr Ackerman was so determined to resolve the
conflict though means of collective bargaining should eliminate the likelihood of a unitary frame of
reference. Collective bargaining, an equitable balance of power, and essentially the aim to
compromise confirm that Mr Ackerman holds a pluralist view on industrial relations. Mr Ackerman
fought to reach a consensus for personal and economic reasons. The breakthrough to reach a
consensus was achieved after he delivered his speech. He appealed to the opposing union members
by focusing on personal matters. This led to the agreement of a negotiation. Mr Ackerman
considered going up on his agreement and the union considered going down on theirs. No
suppression or unilateral decision–making occurred. In

Organizational Functions And Employee Relations During The...
Since the turn of the 19th century, there has been a dramatic overhaul of administrative practices.
Through trial and error, organizations have altered their management practices in pursuit of better
results. These changes in administrative theory can be sorted into five different themes. This
includes organization functions, employee relations, open systems, social equity, and client–oriented
(Cronkhite, 2012). Each theme provides a unique perspective on how to run a successful agency.
The purpose of this paper will be focusing on the themes of organization functions and employee
relations during the industrial era.
Before discussing the administrative theories, it is important to understand the historical context
behind these theories. The industrial era is the time period from the 1880s to the 1950s, which
represents the aftermath of the industrial revolution (Cronkhite, 2012). The industrial revolution is
often revered for its significant advancements in technology and manufacturing. There was a
striking shift in focus from agricultural goods to manufactured goods in factory settings (Harley,
2003). This influenced a mass migration of the population from rural areas to bustling cities (Harley,
2003). Commencing an age of economic prosperity and dominance in America.
Despite this significant advancement in industry and economic growth, the industrial era introduced
an abundance of problems (Harley, 2003). Horrifying living conditions, overcrowding, child labor,
and

Essay On The Australian Industrial Relation System
The Australian industrial relations system has historically been highly influenced and regulated
through the process of arbitration and conciliation (Reference). In the early 20th century arbitration
and conciliation was determined through tribunals and industry based awards which determined
wages and employment conditions. Conciliation and arbitration was highly dependent on the
influence and power of trade union membership within the workplace. Since the early 1900's the
arbitration and conciliation process has been replaced with an industrial relations system which has
been consistent with the decline of union membership to 28 percent of the workforce (reference)
This has resulted in more employees not being covered by a form of representation which then in
turn has initiated ... Show more content on Helpwriting.net ...
The consequences of this Act favoured a formal system of agreement making, with awards
becoming the minimum for conditions and the Australian Industrial Relations Commission (AIRC)
becoming an independent tribunal to regulate these conditions. While individual agreements were
limited because of the restraints of awards on common law contracts, enterprise bargaining gave
businesses more opportunity to expand rules and decisions in workplaces were unions were weak
(Reference). The legislation introduced instability of collectivism within the industrial relations
system and provided the opportunity for individualism to develop and therefore for an employee
voice (Reference). For an example, unfair dismissal under the Conciliation and Arbitration Act and
the Industrial Relations Act would have required an employee claiming unfair dismissal to be
represented by a union. The provisions under the 1993 legislation have given individual employees
the opportunity to initiate an unfair dismissal complaint without the representation of the

Labour and Industrial Relations
LABOUR AND INDUSTRIAL RELATIONS MISCONDUCT INTRODUCTION Misconduct
could be a serious offence titled to be an unacceptable behavior by an employee or professional
person. Misconduct can lead either to be a major or minor offence depending on the offence made
by the person. In a misconduct case, the basic ruling is that the employer must prove beyond any
doubt that the employee is guilty of the offence. Taking this into view it must be understood that the
employee does not need to prove his innocence but the employer need to prove his guilt. Decision
making is the back bone behind any business activity. Without decisions, nothing moves and
business leaders tasked with making them need the right information to ensure they are taking the
right type of action. SULNAYAH MOHD ISA V. SEKOLAH KANAK–KANAK PEKAK
SELANGOR & ANOR [1999] Case laws have defined the meaning of misconduct to be any
conduct on the part of employee which is inconsistent with the faithful discharge of his duties, or
any breach of the express or implied duties of an employee towards his employer. It is also known
as a form of improper behaviour or an intentional wrongdoing or a deliberate violation of a rule or
standard of behaviour. In the case of Sulnayah Mohd Isa v. Sekolah Kanak–Kanak Pekak Selangor
& Anor [1999] 6 CLJ 234 and 235 where the High Court decided inter alia: An employer cannot
terminate the services of a worker during her probationary period. However, a dismissal could be
effected

Lesson: The Different Aspects Of Industrial Relations
There are many different approaches and theories regarding industrial relations today and each one
of them have different perspective and approach in resolving the conflict at work place. In order to
understand and be able to analyze what are the good industrial relations, there is a need first to
understand how the industrial relations are actually defined and what do they refer to. As explained
by Barnetson, Lesson note 1, Introduction, "it is the relations between the labour and management".
This relations in Canadian capitalist economy includes labor market offer and demands where the"
workers agrees to provide their time and skills (labour) to the employers in exchange of wages and
benefits" (Barnetson, Lesson 1, Employment in Capitalist Economy) in order to support themselves.
Rules, procedures and practices are defined which oblige the employer and employee to act
accordingly. Another very important point in industrial relation and probably the most frequent
source of conflict between the two parties is the wage effort bargaining. "The wage–effort bargain
relates to how hard and productively the employees are going to work, given the terms and
conditions of their employment contract" (Lesson 1, The Labour Process and the Wage–Effort
Bargain). In other words, the employer wants their employees to be productive and efficient for the
least possible wages while employees want the good conditions and maximum wages in order to
compensate their efforts. The industrial

Industrial Relations-Labour Laws
A detailed examination of the Jamaican Labour Laws
HRNM 6015/ HR67A Industrial Relations and Negotiations
(Semester II: 2013)
University of the West Indies
Department of Social Sciences
An exploration into whose interest is served by the law and the reality of a class bias.
04–029353
Submitted as partial completion of the requirement for the Masters of Science Degree Human
Resource Development at the UWI (Mona)
Introduction
Labour law in the Caribbean and Jamaica in particularly has traditionally been shaped by social,
economic and political influences Goolsaran (2005). Over the past 100 years, its major challenge
has been its response to social and political demands for workers' rights, justice and democracy ...
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The law essentially provided for the registration of trade unions, outlining certain requirements
about their rules, trusteeship, accounts, amalgamation, dissolution and the filing of annual financial
statements to a Registrar. The law however, unlike its counterpart British law at the time, did not
give the right to "peaceful picketing or the common law disability of action in tort whereby trade
unions could be sued for damages in consequence of strike action was not removed by the Trade
Union Law in Jamaica." Conventional wisdom even at that time is that this omission was not
accidental, and the expressions by the then Governor of Jamaica on that occasion were the Jamaican
workers were not ready for trade unionism, acted as confirmation. (Henry 1982).
Provisions of the Act
The Act provides for the registration of trade unions and identifies enactments which shall not apply
to trade unions. It provides for ownership of land by registered trade unions.

It provides for the appointment of trustees and their empowerment to bring and defend actions and
prosecutions. It provides for the setting up of a registered office to which all

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