Workplace industrial relations
Download
1 / 13

Workplace Industrial Relations - PowerPoint PPT Presentation


  • 139 Views
  • Uploaded on

Workplace Industrial Relations. The contribution of Conflict. Pluralist Model of Industrial Relations. Industrial Conflict. Management. Workers. Mediation of Conflict. Common Law of Employment. Legislation and Regulations. Commissions, awards and agreements. Courts and orders.

loader
I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
capcha
Download Presentation

PowerPoint Slideshow about ' Workplace Industrial Relations' - eze


An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
Workplace industrial relations

Workplace Industrial Relations

The contribution of Conflict


Pluralist model of industrial relations
Pluralist Model of Industrial Relations

Industrial Conflict

Management

Workers

Mediation of Conflict

Common Law

of

Employment

Legislation

and

Regulations

Commissions, awards and agreements

Courts

and orders

Industrial Peace


Pluralist approach
Pluralist Approach

  • Often referred to as Industrial Relations.

  • Conflict occurs because it is inevitable.

  • Not all conflict is bad and there are still some common goals

  • There are diverse interest groups with multiple forms of loyalty

  • The government is regarded as an impartial guardian, whose role is to protect the weak and restrain the strong.

  • Conflict is resolved by rules and an impartial 3rd party ( eg: conflict resolution procedures)


Unitary approach
Unitary Approach

  • Often referred to as Employee Relations, it implies that the relationship between management and employees is dominated by common, unified objectives ‘hand-in-hand’

  • Conflict occurs as a temporary thing or due to aberrant behaviour, poor management or bad communications

  • Unions are not wanted and are judged to be in conflict with mgmt for the loyalty of their employees

  • Conflict is resolved through communication and participativemanagement.


Lo 1 2 a systems analysis
LO 1. 2 A systems analysis

METHODS

OF CONFLICT

RESOLUTION

CONFLICT

PARTIES

OUTCOMES

Enterprise Bargaining

Grievance Procedures

Consultation

Mediation

Conciliate &Arbitrate

Common Law

EBA’s

Contracts

Awards

Custom &

Practice

Rules of

Organisations

Causes

Forms

Symptoms

Measures

Employees

Unions

Employers

Employer Org

Government

Agencies

Tribunals


Industrial conflict
Industrial Conflict

  • All expressions of negative feelings about the management-employee relationship which involve some action by either the employees or management.

    • Workplace IR Delivery & Assessment Guide 2002


Workplace ir and conflict
Workplace IR and Conflict

  • Conflict can be

    • Inside a person

    • Between two people

    • Between a person and and organisation

    • Between organisations

    • Between organisations and a state

    • Between states

    • Between groups of states


Manifestations of conflict
Manifestations of Conflict

  • Employers and employees have a number of ways to demonstrate dissatisfaction.

  • These ways, manifestations or symptoms of conflict can be either overt (open) or covert (concealed).

    • Overt are usually manifested by group action

    • Covert are more usually limited to individuals.


Activity manifestations of conflict in the workplace
ActivityManifestations of Conflict in the Workplace

  • 2 Large groups & Butchers paper

    • Group 1 is to identify and define examples of overt manifestations of conflict in the workplace

    • Group 2 is to identify and define examples of covert manifestations of conflict in the workplace.

    • Example: Strike: Total or partial withdrawal of labour or services of a particular group of people or employees.


Costs of industrial conflict
Costs of Industrial Conflict

  • Financial Costs

  • Personal Costs

  • Political Costs

  • Social Costs

  • International Costs


Strategies to help avoid or resolve conflict
Strategies to help avoid or resolve conflict

  • Conciliation and Arbitration

  • Grievance Procedures

  • Collective Bargaining

  • Consultation

  • Mediation


Positive outcomes of conflict
Positive outcomes of Conflict

  • When conflict is managed constructively it may;

    • Heighten awareness of problems and the need to change

    • Improve problem solving strategies

    • Raise awareness of individual differences

    • Increase co-operation and flexibility

    • Act as a team building exercise

    • Increase creativity in work practices and structures

    • Solve problems to everyone’s satisfaction


Potential negative outcomes
Potential Negative Outcomes

  • When conflict is not managed constructively it may:

    • Create ongoing conflict which distracts staff from their job

    • Affects individuals physical and emotional wellbeing

    • Affect absenteeism, staff turnover, morale etc.

    • Influence individuals to put self interest before the organisation’s interest

    • Divert time, energy, resources from achieving organisational goals

    • Hinder communication


ad