Llewellyn E. Van Zyl 13156217 BSOP 311 Index Nr Page 1.) The Roll Of Trade Unions……………………………….......... 2 1.1) Introduction………………………………………………. 2 1.2) What Is a Trade Union………………………………….. 2 1.3) Why Unions Develop in Society…………………......... 3 1.4) Why Do People Join Trade Unions……………………. 5 1.5) Functions Of A Trade Union…………………………… 6 1.6) What is the Structure of a Trade Union……………….. 6 1.7) The Shop Steward………………………………………. 8 1.8) Trade Union Federations…………………………......... 9 1.8.1) COSATU………………………………………… 10 1.8.2) FEDUSA………………………………………… 10 1.8.3) …show more content…
Consequently, tension, irritation and worker resentment is fostered, no matter how in tune management is with human needs. Saner & Voelker (1987, p.63) mentioned another primary source of tension between management and its employees. They stated that tension is also created by the managerial drive to maintain competitive in the production market. It is this aim, to keep costs as low as possible during the production process , where as the workers wants more input for less output this in return fosters a feeling of tension amongst the workers. In small organisations, problems and grievances are handled as soon as they arise. Because there is more direct contact between the managers (owners) and fellow employees. They tend to see the manager as a fellow worker and not as a strict disciplinarian. This, however, differs in large organisations, where personal contact between management and the employees are sacrificed. In many cases the supervisor or foreman knows all the people in his department, but in large organisations he is merely a transmitter of upper management’s orders. Red tape in bureaucratic organisations tends to hinder the process of resolvement of an employee’s grievances, and this fosters even more tension within the employee. Consequently, production decreases and the organisation suffers. Under these conditions workers becomes dissatisfied with the employment relationship and some form of protest seems eminent.
In the early days of trade unionism, there was a direct need for workers to be represented, in areas such
Employers initially resisted unions as they were seen as a ‘tool of worker power’, and some countries even banned the groups all together (Baoill 2011). Although these restraints have been lifted, restrictions and guidelines have been put in place by government bodies to govern union activity; and employees internationally have the right to form unions (Baoill 2011).
law and the attitude of the courts gradually came to be modified. The history of the
This causes a sense of powerlessness and a lack of sense of accomplishments as the workers are fulfilling goals of others and not for themselves.
A trade union is an organization consisting of members of various workers and union leaders, who are united in the aim of protecting workers and preventing exploitations against these workers’ rights. Despite many trade unions being independent to any employer, trade unions try to develop business relationships with employers, in order to achieve the best possible outcome to both the employee and the employer. This relationship is commonly in the form of a partnership agreement between the trade union and the employer. Trade unions not only ensure the protection of employees’ rights from employers, but they also have any others aims that they try to achieve with every one of the employees part of their union. Trade unions can negotiate on the
The conflict here is between the management and the employee and is inherent in an industrial society as
The B.C. government is threatening to cut teachers' wages by five per cent if a new contract agreement isn't reached by the end of the school year, but the union representing those teachers vows it will take that threat to the Labour Relations Board” says the Huffington post (CP By Keven Drews and Tamsyn Burgmann, The Canadian Press Posted: 05/16/2014 5:35 pm ED)
Labour Law Essay Introduction Humans strive everyday to obtain wealth and success in the form of money. Contrary to popular belief money makes the world go around. It is the driving force of every economy, but for some people, it is more difficult to earn than for others. Many factors are responsible for the gap in wealth people earn; lack of experience, age and low education are some reasons as to why it is difficult for some to earn money. There are many people who immigrate from other countries and are unfamiliar with the foundations of employment. Each individual’s situation is different since everyone has his/her own family background. Some people are fortunate enough to be born into ‘higher-class’ families,
In order for an organization to achieve its set goals and objectives, it requires resources. These resources include land, capital, labor and entrepreneurship. Labor is a valuable resource because it carries out the operations of the organization. This enables the organization to achieve its mission and vision. Labor refers to people who work in an organization, in other words, the employees. However, for these employees to be productive, they must have good relations with fellow employees and management. Healthy employment relations aid the employees to deliver best performances, which in turn enables the organization to attain the set goals and objectives.
Employment relations is a more pragmatic and informed theoretical approach which is closely associated with industrial relations (Kramar, 1997). Hence, according to (Kramar, 1997), Employment relations can be defined as a “study of the formal and informal rules which regulate the employment relationship and social processes which create and enforce these rules”. In this context, industrial relations is defined as an area which consisted of all aspects of work, problems that affected both employees and employers thereby including the practices of both employer and worker organizations (Kaufman, 2001). The term employment relations integrates all the three concepts of “industrial relations”, “human resource management” and “employee relations” with human resource management being the administrative area that focusses more on the employees of the organization (Rouse, 2015) and employee relations being more focussed on the practical, emotional and physical relationship between an employer and employee (HRZone, 2015).
This chapter seeks to review the thoughts of other experts on industrial relations practices in state owned organisations. The purpose is to have a reference in terms of what others believe and perceive in relation to industrial relation and its practices in state owned organizations using Ghana as a case study.
Disputes are bound to occur in every work place between employers and employees. It is the easiest thing that can take place and it is important that the proper mechanisms are in place so as to solve trade
Unhappy employees may result in low output, strikes and poor work ethic, which will in turn have an adverse effect on the wealth of the partnership. Our business will strive to provide good working conditions for its employees. We will make sure that our business does not hinder the community by spoiling the environment which might give us bad publicity, resulting in the lack of customers coming to our shop and penalties arising.
Q2. Define “Labour Economics”. Explain the nature and scope of Labour Economics. Explain the characteristics of Labour? Labour Economics:-
Report from two workshops in WORK-IN-NET Stockholm, May 25-27, 2005 Horst Hart, Erling Ribbing, Kenneth Abrahamsson