Developing an Analytical Approach to Industrial Relations Policy

Every year in this country, there are major labor disputes that result in strikes or work stoppages. In each case, the organization, the labor union, and the public are negatively affected. Why can 't there be a better way of resolving disputes between the management and labor unions to avert unnecessary strikes? Why does the relationship between the labor unions and management have to be adversarial in nature? Does anybody benefit from strikes and work stoppages? These are some of the questions that I will explore in this study.

The changes brought up labor unions in the United States over recent history has brought about a movement. This specific movement has shaped the way that employees and workers are treated in the workforce,and how they maintain their quality of life through this employment. Many people think that the labor unions’ influence has created a power struggle between management and union leaders. In many cases this can be considered true, as there have been countless feuds between management teams and labor unions, especially in recent history. In today’s times, on the one hand, some people believe the existence of unions are a necessity in order to ensure and promote employee freedom; while on the other hand some people view labor unions as just another problem in the line of employee success.

Maintaining a strong employer and employee relationship can be the key to the ultimate success of an organisation. It is known that if a strong relationship is in place employees will be more productive, more efficient, create less conflict and will be more

The history of trade and industrial union has in the past year been very powerful and proficient when influencing members, employers and politicians. Recently, they have evolved to become less powerful and influential. This is because of the major relapse of the membership of unions and also the government disparaging trade unions in the area of workplace relations. Some governments marginalized those unions in order to significantly reduce the role played by unions by reorienting the relations among and between the employers and the employees.

Union organization is not formed out of hallow space in a society. Trade unionism is not a system of structure which has already been developed. It is the patterns, social issues of elements, factors contributing to changing economic structure, it’s ever changing, twisting and restless experience of human striving toward a collective goals plagued by endless obstacles.

Fair Work Act 2009 - This act intends to create the national wise workplace relation systems that are transparent to staffs, having the flexibility for the company and promoting productivity and strong growing.

When an employee starts a new company, there are several external and internal factors that impact on the employment relationship. Relationships affect both management and worker’s performance. The quality of these relationships have an effect on the organisation.

Employees think forming a trade union is a way of helping to achieve improvements in these different aspects of their work place- a trade union is a type of pressure group. Unions are representatives of employee demands at work and to challenge the management when needed therefore, are sometimes disliked. In this fast pace employers want to avoid and eliminate the waste of resources and try to utilise and maximize the productivity. Even after the past events including the formation of unions and strikes sometime business support trade union and sometime dislike

Another external factor that might impact on the employment relationship is the social impact. Organisations must be able to meet the demands of the business whilst managing the needs of

What is the role of management and unions in society today? How has this changed in the last 100 years?

Since the dawn of time there has been a power struggle in connection to employer and employee relationships. The struggle has been shown over time from the lords of the land collecting dues/taxes from their servants to masters owning slaves and thrashing them into submission. Unionization, workers fighting for their rights and freedoms, has been in evolution for many centuries. Workers have had to fight for everything that we as a society take for granted today. From the Charter of Rights to the Employment Standards Act, the workers have fought for every inch they have gained in rights. Workers gave their lives in unfavourable working conditions, which lead to our Occupational Health and Safety Act. Employees having

An employment relationship describes the dynamic, interlocking economic, legal, social and psychological relations that exist between individuals and their work organizations. Palgrave Macmillan (2013), Glossary [online] Available at: < http://www.palgrave.com/business/brattonandgold/glossary/glossary.htm> [Accessed 17th September 2013]. Factors that impact on this relationship both have a detrimental effect to the running of a business. I will focus on two internal and two external. These being:

When evaluating relationship management, we can see that Mr Callahan is held in quite high regard at Pancontinental Airways by his employees and is described as a ‘visionary leader’. Having the admiration of employees is very beneficial in any organisation, and by doing so can create many advantages in the industry, such as the maintenance of ‘low staff turnover rates and high commitment from staff’. This we can see as happening at Pancontinental Airways where the company employs individuals seen to have the ‘right attitude.’ This is then followed by ‘specific training to develop the already present personal qualities of staff’. (Case study) Callahan openly encourages membership of unions so that he can have improved negotiations than with the individual

At the two furthest ends of the spectrum MacNeil (1985) identifies the two types of contract that underpin the employment relationship, transactional and relational. A transactional contract is a means to an end view, it denotes an attitude of ‘money comes first’, working in order to get paid and receive other work benefits. They aren’t concerned with being a ‘good organisational citizen’ or going the extra mile to stand out. Their only concerns are being paid and receiving their holidays. It is a contract based on fairly specifiable obligations.

Marxism and Labour Theory - The Conflicts between Employee and Employer 1. Introduction 1.1 Overview on the essay topic To organisations, employees (labours) are wonderful resources, because they are compact and multi-purpose, capable of simple manual tasks or dealing with complicated machines, most importantly, they are the profit maker for their employers. However, there is always a problem between employees and employer. Any attempt to manager in a humane way, by consensus, is doomed to failure because of the irresolvable conflict between employees and their employers.