INDUSTRIAL RELATIONS AND INDUSTRIAL DISPUTES

Imagine yourself going to work every day in a factory. The work is physically demanding, and you are constantly afraid of getting injured. Worse than that, if you are hurt, your boss will take the damages out of your paycheck! Now add to that a pay rate that is only ten cents an hour (Poddar). That was just the case during the Industrial Revolution for many people, and gave rise to workers banding together to form unions for protection. Unions in the workplace are not only beneficial to workers today, but were also necessary to ensure safety during the Industrial Revolution. We’ll review the work conditions in history that made unions necessary, and then cover how collective bargaining today can help provide workers with a strengthened voice in negotiations. Finally, we’ll address some potential drawbacks of having a union.

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.

Human resources management relies upon employees and employers working concurrently. However in many cases this is hard to create, this is a factor leading to workplace disputes. Workplace disputes are conflict which occurs within the workplace. They can be a result of relationships or clashes in opinions on certain tasks. Indicators are used to measure the results of workplace disputes, these indicate the factors creating disputes. They include: corporate culture - how well a workforce treats one another, benchmarking key variables - whether staff are motivated to reach these benchmarks, staff turnover - the amount of separation of employees is occurring, absenteeism - how frequently staff are taking days off, accidents - how people react

Collective Bargaining is important in the employment relationship as it recognises the TU’s right to represent its employees for consultative or bargaining purposes and represents a fundamental and irreversible change in the employment relationship (Trade Union Recognition Institute of Personnel Management 1977, p24).

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.

Over the last two centuries the relationship between organizations and their employees have changed as the result of interactions between the two groups and in response to changing governmental legislation. During this period, labor unions arose to advocate for workers and address the inherent power imbalance between individual workers and organizations (Thornton, 2013). In workplaces were unions represent employees, Foss (2008), defines labor relations as the “ongoing interchange between the union and the employer that identifies their common and specific interests and creates mechanism to clarify, mange, reduce and resolve conflicts over their specific interests” (p. 1). The legal framework governing the practice of labor relations is

There are three approaches to industrial relations. Unitarist, an advocate of a unitary system of government. It is a more flexible approach, with less laws and law choice. Pluralist allows compromises and a strong government

It's viewed that each organization has a union formed by the workers so as to act as a single unit when dealing with management and fulfills the pursuits. Nevertheless, good relationship between the union and management is required to run the union successfully. For this reason, a labor relation process is carried out within the group in a few phases. For this reason, the labor relations process occurs when administration and union collectively pick and administer terms and conditions of employment (Holley, Jennings & Wolters, 2011). There are a few key individuals in Labor Relations Process that play the important position, such as administration officers, union officers, staff, and government. Now, labor

Labor unions represent workers interests and the collective bargaining process provides a way to manage the conflict (Noe,

his article contains an overview of the complex network of labour relations dynamics and organizational flow in the new legislative landscape of labour relations. It sketches the hierarchy and protocol of the different protagonists in the labour market and explains the number of principles and influences amidst the myriad of legislative and ad hoc regulatory precepts. It also touches on the impact the general rights of workers and their representative bodies have on the economic forces and health. The article stipulates the sensitive, yet core role that the government has to play in attempting to reach an

Unions are a direct result of the treatments seen in the industrial age. This drove changes

Throughout the years organizations and unions have struggled for rights and benefits for workers. All the while the managers, supervisors and directors have counteracted such behaviors, favoring the companies, to protect them from going out of business. Through collective bargaining both parties have labored to find common ground. Collective bargaining as defined by the Cornell Law School is as follows;

1. Define the term “collective bargaining” and list and describe four issues that are mandatory components of a collective bargaining agreement.

Labor problem stems from bad administration. Previously referred to as the personnel administration school. Align the interests of staff and the company 's via higher administration .Workers exercise voice in the employment relationship through exiting and entering into employment preparations labor problems are first-rate solved with amazing administration practices the obstacle with modern labor unions is just not that they intrude with competitors available in the market, however as a substitute that they intervene with the progress of a healthy working relationship between administration and staff.

Appropriate Government: For the trade unions whose objects are not confined to one state, the appropriate government will be the Central Government, for others it’ll be the State Government. Trade dispute: It means any dispute between employers and, workmen or between workmen and workmen, or between employers and employers which is connected with the employment, or non-employment or the conditions of labour, of any person. Workmen: Means all persons employed in trade or industry whether or not in the employment of the employer with whom the trade dispute arises.