...MGT 434 Week 2 Individual Employer-Employee Relations Quiz To Buy This material Click below link http://www.uoptutors.com/MGT-434/MGT-434-Week-2-Individual-Employer-Employee-Relations-Quiz Little Lamb Company needs an additional programmer for a special project. The company enters into a contract with Mary to complete this project. Just as the project is nearing completion, a new need arises for her services. She is asked to continue with the company to complete the new project. While completing the new project, the supervisor begins working more closely with Mary and requires her to use company materials and equipment while adhering to company work schedules. After two years, economic conditions force the company to make budget cuts. Mary is asked to leave. Thirty days later, a major contract is acquired by the company, which reinstates the need for Mary’s services as a programmer. However, the supervisor chooses to hire his equally qualified cousin and not offer Mary the opportunity to return. Resource: Little Lamb Scenario Answer the following questions based on the scenario: Is Mary an independent contractor or an employee? Describe the factors that led to her determination. Has the employer-employee relationship changed over the course of time? If so, how? Is Mary’s release legal under the doctrine of employment-at-will? Explain why or why not? If not, which of the following exceptions to employment-at-will have been violated? Explain why. Breach of public policy ...
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...| What are the issues related to Employee relations in today’s world? | GB520 Strategic Human Resources Management | | Rebecca Childs | 9/20/2013 | | Abstract This paper is written to explain what employee relations means as well as its effects within an organization. It also discusses ways in which an organization can improve its employee relations ability and make for a more positive working environment. What is Employee Relations? Employee Relations involves the body of work concerned with maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, and morale (Dolinka, 2013). Employee Relations works to try and prevent or resolve issues that may come about in the work place and may affect the productivity of employees while at work. Employee Relations involves a large amount of communication to take place between the employer and his/her employees. Communication between management and employees concerning workplace decisions, grievances, conflicts, problem resolutions, unions, and issues or collective bargaining (Business Dictionary, 2013). The communication is necessary for problems or issues to be discussed and resolved to eliminate conflict in the work place. Employee Relations and Legal Issues Employee Relations stem from various aspects of employment and labor laws (Scott, 2013). These laws were created due to issues of workplace harassment, discrimination, and the need for equal employment opportunity...
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...changes in the context of employee relations within UK organisations. The factors that have had the most significant influence on these changes are political, economic, social and technological of which I will be discussing to identify what particular influences these factors have had on employee relations over the last 25-30 years. To do this I first need to define the meaning of employee relations, which can be defined as according to Rose (2004):the study of the regulation of the employment relationship between employer and employee, both collectively and individually and the determination of substantive and procedural issues at industrial organisational and workplace levels. (Rose, 2004 p.8)There are a number of political factors that have had a significant influence on employee relations over the last 25-30 years such as the influence of the Conservative government from 1979-1997, which included a decline in trade unions, new acts and legislations put in place, and the emergence of the Labour government from 1997 to the present day which has also brought a number of changes to the employee relations context. The Conservative government has had a significant influence on employee relations in terms of changes to the legal framework of labour law. These changes involved the relationships between the employer and employee, the employer and the union and the relationship between the union and the membership. In regards to the employer and employee relationship the Conservative...
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...company needs a well rounded team to make the plays of producing what people want and need. In spite of any product or services you may provide the employees of the company are what keep it running and the customers are what keep you in business. It contributes to maintaining satisfactory motivation, morale, and productivity. Employee relations includes handling and dealing with harassment claims, discrimination's, disputes, & employee performances. It also involves making sure regulatory guidelines and employment laws followed and complied by the employers, supervisors, and employees within a company. I. Theoretical basis for Employee Relations as a HR discipline. I believe employees are the core of a company. They are the link that brings the company to the customers so this linked has to be properly lined up for the rest of the gears of business to turn. Employee Relations refers to the relationship between the employer-employee and shared relationship among employees within a business or organizations. It includes handling and dealing with harassment claims, discrimination, disputes, & employee performances. It involves problem solving for employers/ employees or company issues but it also includes proactive measures to ensure a productive flow within a business. It contributes to maintaining satisfactory...
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...Different Perspectives Of Employment Relations For the employment relations, there is complicate and compelling area of study which involves relationships with employees, employers, trade unions and government on a regular basis. At the same time, there are three perspectives which are unitarism, pluralist and radical, each offers a special perception of workplace relations and explain the actions, statements and employers behaviours and trade unionists, such as workplace conflict, role of unions and job regulation vary differently. Based on the UK employment relations structure, the essay will analysis which perspectives appropriate for employee relations in the UK. Unitarist pespective The unitaty perspective is based upon the assumption that the organisation is, at the same time, the unitary perspective organisation can be as an integrated and harmonious whole with the ideal of "one happy family", where management and other members of the staff are all share a common purpose, emphasizing mutual cooperation(Naukrihub, 2007) and they have a set of common values, interests and objectives. Furthermore, unitarism has a paternalistic approach where it demands on all employees loyalty, being predominantly managerial in its emphasis and application. For unitary perspective, there are two important implications stemming from this. The first one is that conflict as the expression of employee dissatisfaction and differences with management is perceived as an irrational activity....
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...Introduction To Industrial Relations | | | Industrial relations has become one of the most delicate and complex problems of modern industrial society. Industrial progress is impossible without cooperation of labors and harmonious relationships. Therefore, it is in the interest of all to create and maintain good relations between employees (labor) and employers (management). | | Concept of Industrial Relations: The term ‘Industrial Relations’ comprises of two terms: ‘Industry’ and ‘Relations’. “Industry” refers to “any productive activity in which an individual (or a group of individuals) is (are) engaged”. By “relations” we mean “the relationships that exist within the industry between the employer and his workmen.” The term industrial relations explains the relationship between employees and management which stem directly or indirectly from union-employer relationship. Industrial relations are the relationships between employees and employers within the organizational settings. The field of industrial relations looks at the relationship between management and workers, particularly groups of workers represented by a union. Industrial relations are basically the interactions between employers, employees and the government, and the institutions and associations through which such interactions are mediated. The term industrial relations has a broad as well as a narrow outlook. Originally, industrial relations was broadly defined to include the relationships...
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...Employee Relations What are the implications of the decline in union forms of representation for effective employee voice within workplace? Introduction: Union has been a very important part in employee relations. This was actually the voice of employees towards the management/ employers at workplace. Basically union is “an association, combination, or organization of employees who band together to secure favourable wages, improved working conditions, and better work hours and to resolve grievances against employers” (Bagchi, 2003). Unions always try to protect workers right and maintain a balanced relationship between workers and management. Unions’ existence can be traced from the 18th century, when the rapid growth of industrialisation took place. This industrial growth drew attention of women, children, rural workers and immigrants to the work force in different roles and actions. This unskilled and semi-skilled work force continuously organized them to fit in to the system from the beginning; and later become an important arena for the development of trade unions. In recent age the relationship between employee and employer has changed so does the process of representation process. The relationship between employee and employer should have some sort of equality in it. But as a matter of fact this has rarely be a case when an applicant or employee gets the choice to select the desired workplace or work itself from the employers. It’s rather more driven by employers’...
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...Assess the advantages and problems facing an employer seeking to manage employee relations in a non-union environment. Rose (2008) identifies that the extent of union derecognition and the general decline in collectivized employment relations in recent years. That is to say, both of them have drawn attention to the growing phenomenon of non-unionism. ‘Non-unionism’ is a common term which is often discussed in the academic literature on human resource management and industrial relations. And it is concerned with a situation where management does not deal with a trade union that collectively represents the interests of workers (Dundon&Rollinson 2004). It is widely known that managing employee relations in a non-union environment is increasingly popular in most of the countries; the non-unionized firm in the UK can be seen as a typical exemplar in the employment relations. To be more specific, the employment relations characteristics of firms without a formal union presence barely featured in studies of employment relations for many years except for some foreign-owned companies operating in the UK (Williams&Smith 2010). Before the 1980s, large companies without union recognition were treated as idiosyncratic and given some brief consideration, and those small companies without union recognition were largely ignored (Williams&Smith 2010). However, the issue of the ‘non-union’ firm has become a dominant role gradually in the UK, it is embodied in a sharp decline...
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...relationship, the influence of key institutions and their impact for employers and employees, and the three main perspectives at work. This essay will support Fox’s statement as inequality between the employers and employees is often an issue at the workplace. The basis of employment relationship is the relationship that exists between the employer and employee. The employment relationship is the context within which indicate interactions between employees, who may be unionised, and employers are conducted, both collectively and individually (Kelly, 1998). The employment contract is apparently central to the employment relationship. By the middle of the nineteenth century, with the development of Capitalism in Britain, based on the contractual relationship between an employer and employee, wage labour system had largely displaced traditional forms of work relations that are based on status. The role of the employment contract in the employment relationship is that it captures the way in which the employment relationship is an economic transaction, concerning the willingness of employee to offer their capacity to labour in exchange for the promise of wages (Kahn-Freund, 1977). There are two problems regarding the employment contract. First, the contracts assume that both parties have equal relationships. However, employers have more freedom and power compared to the employee to make as this can be seen when employers are hiring and selecting...
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...What are ‘Good’ Industrial Relations? What are ‘good’ industrial relations? It can simply be described as a workplace in which the employees are motivated and happy. This occurs when a workplace has solved their problems; however there is no single means to achieving this. Pluralism, unitarism and radicalism are three theoretical approaches to industrial relations. Unitarist theory believes that the employees should have the same goals and interests as their employer and view conflict as detrimental to industrial relations. The pluralist perspective views conflict as being inevitable due to the employer having more control than the employee. The business will flourish and grow only when a solution to this conflict has been obtained. The radicalism perspective also views conflict as being unavoidable but rather than find a solution this theory, suggests eliminating the root of the conflict altogether. All of these approaches have a negative and positive effect in the workplace. In order to answer the question of what ‘good’ industrial relations are, you need to have a full understanding of what each theory entails. Unitarists believe ‘good’ industrial relations are only achievable when everyone works together as a team and the employees share the same common goal and interests as their employer. In order for employees to work towards the same goal as their employer, everyone needs to understand not only what the goal is but also what the plan is to achieve it. This...
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...TEST/ASSESSMENT COVER SHEET | | | Surname | Masango | Initials | EM | Student number | 2011133168 | Contact Number | 0823892708 | E-Mail Address | 2011133@ufs4life.ac.za | Module name | Labour Law | Module code | ARR214 | Assignment or Test Title | Assignment 1 | Lecturer | Adv DM Smit | Is this an authorised group assignment? | Yes | | No | | Has any part of this assignment been previously submitted? | Yes | | No | | Due date | 22 March 2014 | Date submitted | 22 March 2014 | Extension granted until (date) | | Signature of lecturer | | DefinitionsPlagiarism implies: * direct duplication of the formulation and insights of a source text with the intention of presenting it as one’s own work. Academic writing misconduct implies: * cribbing in tests and examinations; * collusion and fabrication or falsification of data; * deliberate dishonesty; * purchasing assignments, dissertations and/or theses on the Internet and presenting such documents as one’s own work; * presenting the same work for more than one course or in consecutive years; and * the submission of another person’s work as one’s own original work. | MARK | | % | Student statement: I have read the University’s Policy on the Prevention of Plagiarism and Dealing with Academic Writing Misconduct: http://www.ufs.ac.za/dl/userfiles/Documents/00000/364_eng.pdfI understand that I must: * abide by all the directives of this Policy...
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...Employee relations may be defined as those policies and practices which are concerned with the management and regulation of relationships between the organisation, the individual staff member, and groups of staff within the working environment. The objective of the policies and practices are to create • An effective mechanism for communication and participation • A safe and secure work environment • Commitment for the employer and motivation for the employees Employment relationships are built on trust and the rights of both employee and employer. Each day, employees and employers work together to complete tasks and projects for businesses. Both employees and employers have very specific rights and responsibilities that are standard based on current labour laws, employment acts and trade union acts. Balancing these rights is extremely important to a fair and successful employment relationship. Employees who understand their rights and duties may reduce their risk of being mistreated by their bosses. Similarly, employers who are familiar with their obligations and allowances may manage more effectively. It must always be remembered that with every right there is an obligation. In other words the rights of the employee are the obligations of the employer and the rights of the employer are the obligations of the employee. In Malaysia, there are several laws that govern the relationship between employees and their employers. Among them are the • Employment Act 1955 • Industrial...
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...------------------------------------------------- Employee Relationship Submitted by : Inese Jurika Student ID : HNDB8339 Submitted by : Inese Jurika Student ID : HNDB8339 Table of Contents Table of Contents 2 Introduction 3 1.0 Understanding the Employee Relationship against Changing Background 4 1.1 Unitary and Pluralistic frames of Reference 4 1.2 Changes in Trade Unionism Have Affected Employee Relations 6 1.3 Role of Main Players in Employee Relations 8 2.0 Understanding the Nature of industrial Conflict and Its Resolution 10 2.1 The Procedures an Organization should follow in dealing with Conflicts 10 2.2 The key features of employee Relation in a Selected Conflict Situation: 12 2.3 Effectiveness of procedures used in a selected conflict situation 14 LO3 Understanding collective bargaining and negotiation processes 15 3.1 The role of negotiation in collective bargaining 15 3.2 The impact of negotiation strategy for a given situation 17 Win-Win Strategy 17 Win-Lose Strategy 17 LO 4 : Understanding the concept of employee participation and involvement 20 4.1 The influence of the EU on industrial democracy in the UK 20 4.2 Comparing of the methods used to gain employee participation and involvement in the decision making process 23 4.3 The impact of human resource management on employee relations 24 Conclusion 26 References & Bibliography 27 Introduction The Purpose of this assignment to acquire knowledge and development of skills about employee Relations (Relations between an employer and a...
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........................................3 1.2 A brief history of industrial relations in Australia.......................................................3 2.0 Changes in workplace relations and employment relationship................................ 4 3.0 Casualisation and employment relationship.............................................................4 4.0 Technological change and employment relationship……………………………………………..5 5.0 Change in government policies and employment relationship………………………..……. 6 6.0 Change in trading hours and employment relationship…………………………………………..6 7.0 Union involvement and employment relationship………………………………………..………….7 7.1Example of union’s involvement……………………………………………………………….……………8 8.0 Equal Employment Opportunity and Employment Relationship……………….……….…..8 9.0 Psychological contract and employment relationships…………………………….……………9 10.0 Conclusion……………………………………………………………………………………………….……………9 References……………………………………………………………………………….…….…….……..11, 12 1.0 Introduction The Employment relationship is a relationship between employee and employer under legal framework over certain conditions. It is an obligation created between worker and employer to abide by parties involved over rights and benefits under the agreement (International Labour Conference 2004).Employment relationship a Balnave et al. (2009) state,it is not just an agreement between employee and employer but...
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...The Fair Work Act 2009 (Cth) establishes a system of protected industrial action. Detail the procedures and discuss what they mean for employees and employers in relation to collective bargaining. Introduction On 1 July 2009, Australia’s workplace relations system changed. The Fair Work Act 2009 created a new legislative framework for workplace relations laws, to balance the needs of employees, the employers and the unions. A key objective of the Fair Work Act 2009 is achieving productivity and fairness in the workplace through the implementation of collective bargaining underpinned by simple good faith bargaining obligations and clear rules governing industrial action. This paper will detail the process and details of protected industrial action and what they mean for the employers and employees. Industrial Action Industrial action exerts pressure on the other party to the employment relationship with a view to gain a particular response from them. It can take a number of forms and reduces productivity at the workplace. Industrial action can take one or more of the following: go-slows, work-to-rule, boycotts, strikes, overtime bans, lock-outs and the performance of work by an employee in a manner different from that in which it is customarily performed. Industrial action is generally unlawful and prohibited unless it is protected industrial action. Employees who engage in industrial action which is not protected under the Fair Work Act can be exposed to penalties...
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