Explain fully and clearly the importance of negotiation within industrial relations to resolve disputes
E1: Explain fully and clearly the importance of negotiation within industrial relations to resolve disputes For this section I will discuss why negotiations are important to resolve disputes. I will use examples of the current day disputes, which include teacher and fireman strikes. Disputes arise due to problems with hours of work, pay, conditions, unfair dismissal, discrimination, productivity, health and safety, and redundancy. The people involved in industrial relations are employees, the trade union they belong to, the employer and the government. Trade Unions which employees can join at work to try and improve wages, working conditions, and the working environment. The aims of these trade unions are to protect wage values, control hours of work, checking health and safety and representing its members. None of these aims can be met unless negotiating with employers and the government are made. It is important to negotiate disputes for many reasons. It is important not to disrupt the services that are provided for the public. The fire fighting service has now been affected which is dangerous as peoples lives are at risk. The teaching service has also been affected because they were made to go on strike for an increase of London allowance. Negotiations make the workforce happy which means they will do a better job and become more efficient. The government want this
The Winnipeg General Strike.
The Winnipeg General Strike The province of Manitoba has endured a tumultuous history. It was born as a result of the Riel rebellion and its capital city, Winnipeg, was the sight of the only general strike in Canadian history. The Winnipeg General Strike, which took place shortly after the end of the Great War, brought, in the eyes of some, the specter of revolution to Canada. In the end, however, the strike was, from a labour standpoint, an abject failure, as virtually no long-term gains were made.1 It is difficult to comprehend how this strike, which lasted from May-June 1919 and began with between twenty-four and thirty thousand workers walking off the job (only 12,000 of whom were unionized)2, could end in failure but, when the events of the strike are examined in detail, it becomes apparent that the strike leaders themselves were, ultimately, responsible for their lack of success as they continually took steps which undermined their ability to force a resolution on their own terms. Labour unrest had been rampant in Winnipeg for many years and, although trade unions had made some modest gains, it was the employers, backed by government and the courts, who usually emerged victorious from the numerous work stoppages which took place. Employers, in fact, relied on the courts as a means of settling labour disputes to such a degree that Winnipeg became known, in colloquial
What is the influence of women social workers in the United States labor movement?
4129511 - What is the influence of women social workers in the United States labor movement? The existence of a union in a workplace is often the difference between a good job and a bad one. It's the difference between a decent and a low standard of living. The existence of a union in a workplace means that you don't have to work in constant fear of your boss, and if you are disciplined or fired, there's the grievance and arbitration process. In essence, being a member of a union means you have some power in the workplace. Unions were formed and workers continue to join unions to this day for a number of reasons: dangerous working conditions, low wages, no benefits and general abuse at the hands of the employer. As unions grew, so did the creation of laws to protect all workers, such as health and safety acts, pensions, workers' compensation, employment standards and labour relations acts. It did not matter if you worked in the public or private sector, in unionized or non-unionized workplace-all wage earners benefited from gains made by unions. The face of the American labor movement in its heyday was that of a burly man, a trucker or assembly-line worker, joining with his brothers to fight for better wages and safety standards. Labor's ranks have dwindled over the years as America's manufacturing base has eroded and companies have tightened reins on their employees.
'The impact of legislation introduced between 1980 and 1993 is the principal reason for the long-term decline in strike activity after 1980'. Do you agree?
'The impact of legislation introduced between 1980 and 1993 is the principal reason for the long-term decline in strike activity after 1980'. Do you agree? The UK trade union movement seemed at the height of its power in the 1970s, bringing down governments and recruiting members in their millions. However after 1979 nowhere in Western Europe saw more of a sharp decline in unionisation than the UK, where trade unions were confronted by an intense neo-liberal attack after the election of the conservative party in that same year. 'The twenty year period between 1979 and 1999 saw the longest stint of decline in union membership falling from 66% in 1979 to just 36% in 1999' (?). Existing theories of macroeconomic conditions, the changing composition of employment, and changes in labour legislation have been largely successful in explaining these trends over time. This paper argues that no one explanation of union decline is successful in establishing what caused the downward trend in strike activity; several factors played a part in this fall. The purpose of this paper is to examine some recent explanations of the decline in trade union density in Britain in the 1980s and distinguish which explanation is most prominent. The first section argues that 'one model in particular can explain over 90 per cent of the decline in trade union density' (Disney 1990). This model
What were the main effects of the 1979-1997 Conservative governments’ reforms to collective labour law and what distinguishes the approach taken by the current Labour administration?
Collective Labour Law: The Impact of 'New' Labour What were the main effects of the 1979-1997 Conservative governments' reforms to collective labour law and what distinguishes the approach taken by the current Labour administration? In order to answer this question "collective labour law" must be explained and defined so the effects of each government can be focussed in the appropriate area. This essay will then move on to examine the situation prior to 1979 so as to assess the extent of the Conservative administrations' impact of collective labour law at that time, a type of 'before and after' measurement. Having done this, the emphasis will switch to examining Thatcherite and Conservative ideology hoping therefore to explain the mechanics of the legislation that the Tories then introduced. It's effects will then be assessed. After this point this essay will turn it's attention to Labour Party ideology, in order to use it as a means of putting into context the legislation which the party has introduced, this will then be assessed in greater detail. The link between 'New' Labour's administration and the European influence will also be examined at this point in the essay, and how this has impacted on British collective labour law. A summary will then be given and all conclusions will be drawn together in order to answer the set question. Brown (1993) said, "It is
Discuss the view that industrial relations represents a redundant and anachronistic form of management and regulation.
Discuss the view that industrial relations represents a redundant and anachronistic form of management and regulation. Over the last 20 years, the use of industrial relations (IR) as a method of management and regulation has become increasingly less prevalent. Trade union membership has steadily declined and the once solid ideal of collectivism now seems obsolete. The question of what has caused this decline has been the subject of a great deal of academic literature. Government legislation, macroeconomic conditions, a changing employment structure and more recently the rise of human resource management (HRM) have all been blamed for this trend, but the issue that appears central to this discussion is; has industrial relations become redundant and anachronistic or has it been made redundant and anachronistic? In order to discuss the issue of change within both industrial relations and the greater macro-economy we must first look briefly at where the field has come from, how it originated. We must then consider the debate on why such a strong limb in the body of industrial Britain has fallen so consistently since the start of the 1980's. This will position us well to discuss the value of industrial relations in the 21st century, and decide whether it does or does not represent a redundant and anachronistic view of management and regulation. Britain was the first country in
Comparison between unitary and pluralist perspectives.
HNC IN BUSINESS PERSONNEL MODULE EMPLOYEE RELATIONS ASSIGNMENT 1 ORGANISATIONAL REVIEW Gillian Crosthwaite List of Contents . Introduction 2. Comparison between unitary and pluralist perspectives 3. The pluralist perspective with the Fire Service at the present time 4. The role and development of Trade Unions 5. Present industrial relations within the Fire Service 6. The role and contributions of the FBU 7. Conclusion Appendix 1 Appendix 2 Bibliography . Introduction This report evaluates the unitary and pluralistic employment relationship perspectives in respect of the Fire Service. An assessment of the development of trade unionism and how membership of trade unions may be increased. The nature of industrial relations in the Fire Service at the present time is detailed with issues such as the pay increase, health and safety and modernisation. There is also an investigation of the role and contribution that the Fire Brigades Union make to effective industrial relations. 2. Comparison between unitary and pluralist perspectives within the workplace There are two different approaches within an employment relationship, the unitary perspective and the pluralist perspective. The unitary perspective believes all members of the organisation should come together as one, i.e. be united. The members should all share common goals, aims and
There are two broad opposing frames of reference on the role of trade unions:
There are two broad opposing frames of reference on the role of trade unions: The Unitary perspective To talk of unitary frame of reference is to refer to a way of thinking, a mind set of assumptions, attitudes, values and practises relating to management and organisational membership. This perspective is based on the assumption that in order to achieve success, members of any given organisation, despite their different roles, must share the same goals, objectives and values. The unitary perspective finds expression through the implementation of mission statements and measures success through the actual achievement of set objectives. Workers are considered to be loyal, and the prerogative of management is accepted as parental, and in everyone's best interests. Management should be the one focus or loyalty. "Any business must mould a true team and weld individuals efforts into a common effort. Each member of the enterprise contribute something different, but they must all contribute towards a common goal. Their efforts must all pull in the same direction, without friction, without necessary duplication or effort." DRUCKER The involvement of unions may undermine management authority and divide loyalties. Trade unions may be seen as a useful channel of communication, but are no longer strictly necessary, and is seen as counterproductive in offering support to potentially
Employee Relations and Trade Union Recognition Within The Catering Sector.
HRM 3005 Employee Relations Assignment Two - Employee Relations and Trade Union Recognition Within The Catering Sector Name: Claire Duff Student Number: Year: 4 Course: BA Business Studies Marking Tutors: Billie Osbourne and Dorothy Foote Introduction For The Attention Of The Human Resources Director The hotel and catering industry represents around 10% of the working population of this country. Two and half million in total. Conversely it is seen as a principle industry in many other countries. Within the UK, historic sites and counties which depend heavily on tourism, such as Cornwall and Devon, also rely heavily on this sector of industry to provide the services required. Without this added aid popular hotels would cease to function properly and other groups within the business world would suffer a knock on effect from lack of trade. So although the hotel and catering industry is a specific thing many other issues depend upon its success. With this in mind I am going to investigate the pros and cons and implications of instigating a potential claim for recognition of a trade union both now and in the future. This report has been completed after I have research and read copious papers on the subject. Terms and Conditions There are many reasons why the terms and conditions remain so poor within the catering and hotel industry. The main factor for any employee is
Is the strike no longer necessary?
Is the strike no longer necessary? 'A strike has been defined as a temporary stoppage of work by a group of employees in order to express a grievance or enforce a demand.' (Hyman, 1984) Being the most overt and demonstrative form of industrial action, the strike is arguably the most misunderstood feature of industrial relations because of the critical way in which it is depicted in the media. Strikes, discouraged by UK legislation, arise for many reasons, some of which include disputes about pay, conditions of work, union recognition, demarcation disputes, health and safety, discipline and job security. In recent years there has been a general tendency for strikes to be defensive; they seek to defend existing wages, which is evident in the ongoing fire-fighters strike, and also existing working conditions, which is evident in the recent train strikes. The biggest single cause of strikes has traditionally been disputes over wages; the famous Pilkington strike of 1970 provides an excellent example of this. However, many strikes are also held because of fears about job certainties. This was reflected in the long and bitter Miners Strike in 1984, where workers were to lose jobs in the coal industry. Strikes tend to be viewed by union members as a last resort; disputes need not lead to a strike if there are alternative methods of resolving differences. They have a