Employment Relations Between Japan & Singapore

Two ships can arrive at the same destination; however that does not necessarily mean that they used the same route on their journey. Such is the same with the industrialization of Britain and Japan. Both rose to become the two great pioneers of the modern world; however the paths they took to success were different. This paper will compare Japan and Britain, exploring the causes of its industrialization, and how the countries drastically changed because of it. What sets Britain’s industrialization process apart from Japans is that it did not have a role model to base its development on; it was the first industrial nation. Therefore the cause of its industrialization must have much

Disputes between individuals can be resolved through mediation, tribunals and courts are sought depending on the complexity and nature of the dispute. Their effectiveness in achieving justice for and between individuals to varying extents will be assessed by their ability to uphold notions of fairness, equality, access, timeliness, enforceability and resource efficiency.

While the initial sparks of Singaporean nationalism may have stemmed from being under the British colonial rule or arose due to the brutality that the people were put through during the Japanese Occupation between 1942 to 1945, it is difficult to ascertain exactly when the start of Singapore’s nation building efforts began. Characterized by the process where a large body of people associated with a territory commits to its own government, I would define the start of Singapore’s nation building process from the time its people started to strive for their independence. In this essay, I would argue about how the Japanese Occupation was indeed, a significant turning point that led to cultivation of Singapore as a nation.

There has always been a need for conflict resolution on the job. The grievance and arbitration process is one way for employees to be heard when conflict on the job arises. The grievance and arbitration process is also a way for employees to obtain some type of satisfaction at the end of the grievance process. Having representation by the union often guarantees an employee a fair, just, and timely grievance process. However, not all employees feel that way when they are not a represented the union. The grievance process can mean different things to each individual employee and usually no two complaints are normally about the same type of issue.

I feel the labor relations system as currently constituted is effective for resolving disputes as long as both parties are committed to negotiating in good faith. Although, I feel the current system is effective a further explanation of the systems strengths and weaknesses will better explain the effectiveness of resolving disputes. It is in both the companies and the labor interest to negotiate with as little third party interaction to come up with an agreement. In times when there are disputes their different course of action that start from a least costly without giving up power in the decision to the possibility of becoming more costly to either party and give up the power in the decision. As discussed in the text when an organization and labor cannot come up with an agreement a third party may be asked to come in to negotiations to resolve a dispute which includes mediation, fact-finding, and interest arbitration.

Mediation happens when a 3rd party comes in and helps improve the relationship, enhances communication, and uses effective problem solving techniques. Administrative or managerial approaches and procedures used if conflict is between employees or members of an organization. The 3rd party, who does is allowed to make a decision is doing the mediation and is allowed to make a decision if need be. This approach reminds me of how the military handles conflict within their ranks. Being in the military I have seen this process conducted, they will allow the parties to try to resolve their own conflict, but if they cannot the authority figure does it for them. Arbitration is a private process still including a 3rd party that helps resolve the conflict. Arbitration comes in two forms med-arb and mediation then arbitration. Med-arb uses mediation as the first step to resolve the conflict, if mediation does not work they move on to arbitration, while the mediation then arbitration uses both with a different 3rd party for

From the period of the 1880s to the 1930s, Japan and India had many similarities and differences. Japan and India’s numbers both show increasing in the amount of machine-produced goods. They each had low wages and terrible working conditions. Also, in Japan, the women had a greater role and more of a part in production while in India they didn’t participate in the factory working.

A number of laws have been passed, implemented and amended by the United States congress to tackle disputes resolutions, employee and employer rights just but a few. Over time there has been change of behaviour. The workforce has embraced ligation in order to reduce disputes and turnovers .There by replacing common sense and compassion.

Nance, C. (2005). Issues Raised by Ex Parte Communications with Labor and Employment Arbitrators[American Bar Association Annual Meeting]. Fayetteville: University of Arkansas.

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.

Here, the labor and management members are the partisans or advocates for their respective sides, and the neutral chairperson then becomes a single arbitrator. The unique role that the panel chair plays in the arbitration process is that it’s the chairs duty to keep other arbitrators well informed of the aspects involved within the case in order to make sound decisions. When the tripartite board doesn’t decide unanimously, they turn to the collective bargaining agreement, which often stipulate that a majority award of the board is final and binding. The advantages of this board are that it provides the neutral member with valuable advice and assistance from the partisan members, which allows the parties to give a more realistic and informed picture of the issues at hand. However, the disadvantage is that it takes additional time and more expenses are incurred with a board.

According to Walsh (2013), “arbitration, is like a neutral third party (the arbitrator) functions more like a private judge. Arbitrators hear disputes and render decisions that are almost, always final and binding on the parties. Arbitration has, for decades, been the principal means of enforcing employee rights under collective bargaining agreements in unionized workplaces.”

In order to avoid an Employment Tribunal, which can prove expensive to the complainant and the respondent, cases may be settled before and during formal legal proceedings. This is often arranged by a mediator.

Arbitration is legal technique used to resolve any disputes outside of the courts. Arbitration allows for speedy and cheap resolution of any disputes, the parties involved in a dispute agree to appoint a third person (arbitrator) who will hear their testimonies, and look into the evidence they provide. The arbitrator's decision cannot be challenged in a law court as it is considered final and the parties involved have to accept the decision (Brams & Merrill, 1986). There are only very limited circumstances where the decision of an arbitrator can be challenged, and this is mostly if there can be proof from one of the parties showing that the arbitrator was biased in their decision or ruling. The chosen arbitrator will be an experienced person in the area of the dispute.

In Division of Labour in Society, Durkheim mentioned Anomie as the result of too fast the rate of division of labour over a slower development of organic solidarity (Durkheim, 1933). One example of Anomie lies in his other work, Suicide (Durkheim, 1897). Fast forward into an increasingly globalized world today; does the mobility of information, people and interaction across nations contribute to a possible anomie among workers in a globalized workplace? Particularly in the case of Singapore as a highly globalized city-state with a rising number of MNCs established locally, an increasingly diversified workforce seems to have intensified competition, widened differences and weakened solidarity among workers. This paper seeks to discuss causes of a rising Anomie in the Singapore workplace and how it can eventually lead to latent struggles between management and workers that in turn breeds a poor cooperative system, affecting the sustainability of organizations as such.