Management Objectives in Employee Relations

“negotiation about working conditions and terms and conditions of employment between an employer, a group of employers or one or more employer’s organisations, on the one hand, and one or more representative worker’s organisations on the other, with a view to reaching an agreement” (Farnham and Pimlott 1995).

Document 2 introduces the idea of social darwinism in the workplace. It says that the workplace now isn't about who is the best at doing the work, now it's about who can do it for the longest and cheapest price. It definitely incorporates the idea of social darwinism because now there is a competition, among the workers, for who can do the job cheaper and quicker (survival of the fittest). This ultimately reveals how the divisiveness of the classes emerged: there is now competition among the working class and quarrels between the rich owners of the factories, and their middle class workers for a better work life. The purpose of this document is to show how social darwinism worked, firsthand, among the working class, in the factory.

This onslaught of capitalism directly revolutionized modern industrialism as well as the industrial city. Machines morphed the predominately agricultural nation to a herd of factory and corporate workers. Swarms of people, both native and immigrant, flocked to major cities. “The present century has been marked by a prodigious increase in wealth-producing power. The utilization of steam and electricity, the introduction of improved processes and labor saving machinery, the greater subdivision and grander scale of production, the wonderful facilitation of exchanges, have multiplied enormously the effectiveness of labor.”(George, p.20) The major problem with this newfound industrialism was the way in which the workforce was treated. Capitalism was supposed to provide a way out, a way ascend the financial and social staircase, if you worked hard enough. This however was not the case, if you were a loyal, hardworking employee you simply got to keep your job, and if you were in any way injured or incompetent you were fired.

Conflicts are realities of life and can be defined as a “situation of competition in which the parties involved are quite aware of the incompatibility of future condition whereby each party wishes to occupy a position that is incompatible with the wishes of the other” (Olu & Adesubomi, 2013, p. 2). They have no boundaries. They occur whether we like it or not, especially when there is disagreement and misunderstanding which stands as major key characteristics of human relationships. The relationship could be domestic, national, or international (Spiroska, 2014). Furthermore, conflicts happen when people are incompatible. In the organizational setting, conflict could arise due to failure of the employer, not honoring certain agreed bargaining. Henry (2009) indicated that if the workers’ right and prerogative is not appropriated rightly, it could cause conflict; such workers’

The market and republican was good to the master artisan. Most of the journeymen were working for a master artisan so they were getting money to be a self maker.”Basic to that mental set was the proposition that master and wage earner were different and opposed kinds of men. In 1829 an editor had occasion to use the word boss, and followed it with an asterisk. “A foreman or master workman,” he explained. “Of modern coinage, we believe.” Master artisans were starting to move away from having a life connected with their journeymen. They started to seem like unequal. The journeyman didn't even live in the same block as a master.The master ever stop drinking with the wage earners.The republic were making the master more superior to their workers where it always should have been. With the market going how it was going and the newly created middle class put a great cap between the worker and the master. The impact that the market had on the master was so great. It stop the master from doing anything social with their work. Master became more of a boss then a

Whilst the objectives of trades union have traditionally been to maintain and improve the conditions of their worker members, this has more often than not, manifested itself in a conflict and struggle with the “political systems” adopted by the hierarchy of company management. This is certainly evident in the conflict at Riverside. What adds another dimension to the situation is the family connection that exists between Steve and Rod.

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

During 2011 employer associations in Australia conducted an active lobbying campaign to introduce legislative changes with respect to industrial relations. Predominantly they were seeking to diminish the power of collective bargaining and increase managerial control under the

From this perspective, trade union is perceived not necessary and the role of it is creating conflict, and it is seen an unwelcome intrusion into the organization from outside competing with management for the loyalty of employees (Rose, 2004). Trade unions exist either as the result of wickedness or perverseness of individual employees, or because of a failure of management to anticipate and incorporate worker needs and concerns (Bray, Deery, Walsh and Waring, 2005).

The French revolution was the cradle of many great theories about how a human society should function; theories that were all about making a society full of identity, equality, and in one word fairness. Unfortunately since those theories were all new and untested as well as being incomplete; they were unable to serve their purpose adequately. Socialism, capitalism, advanced banking systems, and creating a powerful parliament with people's representatives are only a few examples of ideas that their direct disastrous effects were bolder than their positive long-term effects. Nineteenth century industrial workers were sacrificed the most by the disastrous effects. Their working condition got so much worse to the extent that the feudal condition of previous decades became a dream for them. Nevertheless, there is nothing to blame expect the early ideas about humans and how they should work. As a result of those primitive ideas, many workers experienced the factory system as disastrous because of unnecessary harsh disciplines, abuse of women and

10) regarding the efforts of trade unions, state that “the real fruit of their battles lie not in the immediate result, but in the ever expanding union of the workers”, which means that their individual victories are not as important as the expansion of the labour movement itself. There are many instances of workers who had attempted to improve their conditions, whether through political reform, wage increases, and shorter working days, that ultimately failed, such as in the Peterloo Massacre in 1819 (Mason, 2010). However, it is clear that the ability of the working class to organize into a large-scale movement is more important than the individual

The Industrial Revolution hit Europe and along with it came a great deal of change. Not only did this industrial revolution affect standards of living in cities, it also affected greatly the nature and quality of labor. The Industrial Revolution had an impact of the greatest magnitude on Europe and has shaped the work style and nature of labor that Europeans know today. Although it may seem like a revolution of this sort would have great benefits for those who lived through it, evidence seems to show otherwise. For many it was difficult to adapt to this new world of industrial labor and for others it was a bit easier to adjust.

In this paper we will talk about some important qualities a leader can have that will make them ideal for dealing with these kind of situations. We will also discuss some strategies and mitigation efforts that the upper leadership of both the Union and the Corporation can utilize for fair and equal consideration.

Within nearly every organisation or company conflicts occur from time to time, between the employers and the employees. This paper argues what kind of conflicts

Employers, unions and governments have mainly divergent concerns about the future directions and impacts of workplace conflict and the effect it has on their objectives. Employers are concerned about economic performance and viability in the face of an increasingly competitive local marketplace. Staff or wages cuts which may be necessary to stay economically viable will almost certainly cause conflict with employees. Unions are concerned that poor performance in the business economy will cause higher unemployment and put workers current terms of employment at jeopardy, a potential cause of great conflict. Unions also fear that continuing measures by the state to reduce their powers will cause further falls in membership levels, mean reduced influence onto employers.