...The current Labor government considers collective agreements rather than individual-level agreements are the most efficient and productive form of workplace arrangements for business. Do you agree? Why ? Why not? The current Labor government considers collective agreements to be more efficient and productive than individual workplace agreements for business. This political ideology has been impacted by the changing nature of work and employment, where collective agreements and collective bargaining are no longer the most efficient and productive form of workplace arrangements for business. With the extrinsic pressures that come with an increasingly global market, business has to look at ways to increase productivity and profitability in order to stay competitive, and this requires greater levels of flexibility in the workforce. The key components of this argument are direct and indirect employee voice, and which is better for both the employee and employer. Are Trade Unions relevant as their bargaining position has been weakened by both a more global market, changes to more atypical labour types and Government legislation that emphasised individualism over collectivism (Hayter 2010). Collective agreements are agreements between employers and employees which regulate workplace terms and conditions as a collective. This is generally instigated as a result of collective bargaining by a third party, primarily Trade Unions. Individual agreements, however, are between an employer...
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...Justice in the workplace: Why it is important and why a new public policy initiative is needed Provocation Series Volume 2 Number 3 Professor Paul Edwards FBA, Industrial Relations Research Unit, Warwick Business School and Senior Fellow, Advanced Institute of Management Research Justice in the workplace Contents Executive summary 3 Introduction 6 Job quality and limited success in dealing with it 8 The proposals: building workplace justice 13 Workplace justice 19 Limits to legally based solutions 24 Labour market and employer-led changes 27 Constraints and possibilities 31 Concluding remarks 39 References 42 Notes 45 Acknowledgements The help and encouragement of Keith Sisson have been crucial to the production of this paper, which is a completely revised version of the 2005 Annual Employment Relations Lecture, Keele University. I am grateful to colleagues at Keele and to the audience there, and also to David Coats and Paul Marginson, for comments and suggestions. I take sole responsibility for the views expressed. 2 Justice in the workplace Executive summary The goal of improving fairness in the workplace has been central to UK public policy since 1997. For rather longer, companies have spoken of employee empowerment through such things as teamwork. Much has been done in both areas, but major concerns remain. In relation to fairness, employee rights give entitlements, but these rights also need to be meaningful and effective. In the workplace, the take-up...
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... TRANSPARENCY ACCOUNTABILITY EFFICIENCY INDEPENDENCE 11 11 33 34 37 40 8 8.1 8.2 8.3 8.4 8.5 INTERGOVERNMENTAL FISCAL ARRANGEMENTS REVENUE RAISING SPENDING FISCAL EQUALISATION MONITORING POLICY 43 43 51 55 56 57 9 CONCLUSION 59 INTERGOVERNMENTAL RELATIONS IN FEDERAL SYSTEMS INTRODUCTION 1| INTRODUCTION Australia, like many other systems of government around the world, is a federal system. Federations, while divided into different levels of government inevitably have a degree of interdependency between governments. Inescapably there arises a degree of conflict or ineffective governance. For example, disputes may arise between different governments on the basis of service provision or infrastructure, constitutional jurisdiction, fiscal arrangements (e.g. vertical fiscal imbalance or spending powers) or environmental or social issues. Most federations have developed a system of intergovernmental consultation and cooperation to deal with such issues, and to manage and foster cooperation between governments. The character of intergovernmental arrangements is unique to each federation, and depends on various factors such as history, geography, population, size and formal federal arrangements. While intergovernmental processes and arrangements are a common feature of federations around the world,...
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...programs is the another dimension in which employers has the responsibility to provide congenial environment i.e excellent working conditions where people can perform excellent work also their health as well as economic health of the organization is also met. The quality of personal life is always reflected in professional life and vice versa. Now a day to retain the employees in the organization providing healthy QWL is the key factor. In earlier times QWL means only job enrichment. In addition to improving the work system, QWL programs usually emphasize on development of employee skills, the reduction of occupational stress and the development of more co-operative labor-management relations. The components of Quality of Work Life may vary from organization to organization, individual to individual but some of the basic components are – 1. Free communications – open communication in the organization with the co- workers is the vital factor that ensures good quality of work life. It leads to more of informal communication between co-workers and subordinates during the rest hours of the organization. 2. Reward system – reward is related to monetary or non monetary rewards eg- incentives, movie tickets, family health insurance, sponsoring the education of children etc.any kind of reward given to the employee promotes good quality of work life. 3. Employee job security - job security is the one vital element to get maximum productivity from the employee...
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...those HR professionals who aspire to serve the humanity without any discrimination. Edited and Compiled by Adnan, MBA (Management) CiteHR Member -------------------------------PAKISTAN For feedback: hotdesire@gmail.com HR From A to Z 2006 Web Edition ISBN 92-001-7626-0 Disclaimer: Information in this booklet has been compiled from professional sources. While every effort has been made to ensure the accuracy of the information in the booklet, it is possible that errors may still be included. The author do not claim for any perfection whatsoever as to their accuracy or suitability for a particular term, acronym, or definition. © Copy-it-Right: This booklet is provided for personal use only: it can be reproduced, in any form and by any means, without permission from the author as long as you do not make money from it! However, copy it right! Use quality soft colored paper, and be sure not to exclude the authors’ name and the title of booklet. By: Adnan, MBA (Management) Contact: hotdesire@gmail.com Page 2 HR Glossary A to Z Preface Winners never quit and quitters never win. “Vince Lombardi” Knowing English language is a benefit regardless of where you travel. When you travel into the world of HRM, it is just as necessary to understand the key terms, phrases and issues. So, HR people should also speak a common language. They must know and understand the concepts and terminologies that are frequently used in the world of HR management. My...
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...team, and to those HR professionals who aspire to serve the humanity without any discrimination. Edited and Compiled by Adnan, MBA (Management) CiteHR Member -------------------------------PAKISTAN For feedback: hotdesire@gmail.com HR From A to Z 2006 Web Edition ISBN 92-001-7626-0 Disclaimer: Information in this booklet has been compiled from professional sources. While every effort has been made to ensure the accuracy of the information in the booklet, it is possible that errors may still be included. The author do not claim for any perfection whatsoever as to their accuracy or suitability for a particular term, acronym, or definition. © Copy-it-Right: This booklet is provided for personal use only: it can be reproduced, in any form and by any means, without permission from the author as long as you do not make money from it! However, copy it right! Use quality soft colored paper, and be sure not to exclude the authors’ name and the title of booklet. By: Adnan, MBA (Management) Contact: hotdesire@gmail.com Page 2 HR Glossary A to Z Preface Winners never quit and quitters never win. “Vince Lombardi” Knowing English language is a benefit regardless of where you travel. When you travel into the world of HRM, it is just as necessary to understand the key terms, phrases and issues. So, HR people should also speak a common language. They must know and understand the concepts and terminologies that are frequently used in the world of HR management. My heartiest...
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...Human Resource Management (MGT501) VU MGT - 501 T his subject/course is designed to teach the basic principles of Human Resource Management (HRM) to diverse audience/students, including those who are studying this as a supporting subject for their bachelor degree program. This course is designed to provide you the foundations of HRM whether you intend to work in HRM or not, most of these elements will affect you at some point in your career. Either you will be working with some organizations or having people working for you, in both cases you will be dealing with people. To be understandable and lively means that we need to communicate you. We start every chapter with learning objectives. The most important thing you will get out of this course are the basic skills required to succeed in today’s environment which are, you must be able to communicate, think creatively, plan effectively and deal with people. Copyright © Virtual University of Pakistan 1 Human Resource Management (MGT501) INTRODUCTION TO HRM After studying this chapter, students should be able to understand the following: Describe HRM? Explain why are we concerned about HRM? Discuss Road-map of HRM VU Lesson 1 LESSON OVERVIEW This chapter introduces the students with the basic concepts of the human resource management (HRM). During the lecture, we will be discussing the three main things, i.e. the introduction to HRM, the importance of HRM, and a brief discussion of the Resource topics...
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...Human Resource Management (MGT501) VU MGT - 501 T his subject/course is designed to teach the basic principles of Human Resource Management (HRM) to diverse audience/students, including those who are studying this as a supporting subject for their bachelor degree program. This course is designed to provide you the foundations of HRM whether you intend to work in HRM or not, most of these elements will affect you at some point in your career. Either you will be working with some organizations or having people working for you, in both cases you will be dealing with people. To be understandable and lively means that we need to communicate you. We start every chapter with learning objectives. The most important thing you will get out of this course are the basic skills required to succeed in today’s environment which are, you must be able to communicate, think creatively, plan effectively and deal with people. Copyright © Virtual University of Pakistan 1 Human Resource Management (MGT501) INTRODUCTION TO HRM After studying this chapter, students should be able to understand the following: Describe HRM? Explain why are we concerned about HRM? Discuss Road-map of HRM VU Lesson 1 LESSON OVERVIEW This chapter introduces the students with the basic concepts of the human resource management (HRM). During the lecture, we will be discussing the three main things, i.e. the introduction to HRM, the importance of HRM, and a brief discussion of the Resource topics...
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...Cultural Value of Respect in Business Operations: A Case Study of Developing Communities Name Institution of Affiliation Chapter Two: Literature Review Introduction A work environment that is respectful, reasonable, and that values individual differences is a central part of building a positive workplace culture. Casson (2005) asserts that promoting respect is a managerial aspect that oversees workers as it creates a respectful and positive workplace and, consequently, increased employee productivity. Respect at the workplace inspires respectful relationships, courtesy, and decent manners. On another angle, it ensures that employees stay updated with workplace information and consider and value other people’s positions (Casson, 2005). Regan (2004) defines respect as the fair treatment of employees and other stakeholders, fair valuation of contributions of each employee and consistency in the management of the company’s values. However, respect is viewed broadly under the cultural values that every society or business platform foresees. Accordingly, cultural respect has gone further to embrace the protection of human rights, the core driver of the corporates’ social responsibilities and transparency initiatives. Businesses have in the past integrated their cultural values, respect among them, in their endeavors (Regan, 2004). Since diverse business cultures appreciate and recognize other cultures for efficient business transactions, a critical aspect of what respect accords...
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...the basic concepts of human resource management (HRM). Explain what human resource management is and how it relates to the management process. Provide an overview of functions of HRM. Describe how the major roles of HR management are being transformed. Explain the role of HRM in the present millennium. Introduction Human beings are social beings and hardly ever live and work in isolation. We always plan, develop and manage our relations both consciously and unconsciously. The relations are the outcome of our actions and depend to a great extent upon our ability to manage our actions. From childhood each and every individual acquire knowledge and experience on understanding others and how to behave in each and every situations in life. Later we carry forward this learning and understanding in carrying and managing relations at our workplace. The whole context of Human Resource Management revolves around this core matter of managing relations at work place. Since mid 1980’s Human Resource Management (HRM) has gained acceptance in both academic and commercial circle. HRM is a multidisciplinary organizational function that draws theories and ideas from various fields such as management, psychology, sociology and economics. There is no best way to manage people and no manager has formulated how people can be managed effectively, because people are complex beings with complex...
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...IIBM Institute of Business Management Corporate Governance www.iibmindia.in Chapter 1 Corporate Governance Corporate governance refers to the system by which corporations are directed and controlled. The governance structure specifies the distribution of rights and responsibilities among different participants in the corporation (such as the board of directors, managers, shareholders, crors, auditors, regulators, and other stakeholders) and specifies the rules and procedures for making decisions in corporate affairs. Governance provides the structure through which corporations set and pursue their objectives, while reflecting the context of the social, regulatory and market environment. Governance is a mechanism for monitoring the actions, policies and decisions of corporations. Governance involves the alignment of interests among the stakeholders. There has been renewed interest in the corporate governance practices of modern corporations, particularly in relation to accountability, since the high-profile collapses of a number of large corporations during 2001–2002, most of which involved accounting fraud. Corporate scandals of various forms have maintained public and political interest in the regulation of corporate governance. In the U.S., these include Enron Corporation and MCI Inc. (formerly WorldCom). Their demise is associated with the U.S. federal government passing the Sarbanes-Oxley Act in 2002, intending to restore public confidence in corporate...
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...External environment – all relevant forces outside a firm’s boundaries, such as competitors, customers, the government and the economy Competitive environment – immediate environment surrounding a firm; includes suppliers, customers, rivals and the like Macroenvironment – includes governments, economic conditions and other fundamental factors that generally affect all organizations. All organizations operate in a macroenvironment which comprise of the following: Laws and regulations * The government can affect business opportunities through tax laws, economic policies and international trade rulings. * Regulators are specific government organizations in a firm’s more immediate task environment. The economy * Economic environments dramatically affect managers’ ability to function effectively and influences their strategic choices. * The stock market is an important economic influence. It may also have profound effects on the behavior of individual managers. * Economic conditions change over time and are difficult to predict. Technology * Technological advances create new products, advanced production techniques and better ways of managing and communicating * Also, new industries, markets and competitive niches develop. Demographics – measures of various characteristics of the people who make up groups or other social units * Managers must consider workforce demographics in formulating their HR strategies * A more diverse workforce has many advantages...
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...environment and anti-corruption: Human Rights * Principle 1: Businesses should support and respect the protection of internationally proclaimed human rights; and * Principle 2: make sure that they are not complicit in human rights abuses. Labour * Principle 3: Businesses should uphold the freedom of association and the effective recognition of the right to collective bargaining; * Principle 4: the elimination of all forms of forced and compulsory labour; * Principle 5: the effective abolition of child labour; and * Principle 6: the elimination of discrimination in respect of employment and occupation. Environment * Principle 7: Businesses should support a precautionary approach to environmental challenges; * Principle 8: undertake initiatives to promote greater environmental responsibility; and * Principle 9: encourage the development and diffusion of environmentally friendly technologies. Anti-Corruption * Principle 10: Businesses should work against corruption in all its forms, including extortion and bribery. Human Rights For more information on the Global Compact's business and human rights programme, please see also our Human Rights issues page. Principle One Businesses should support and respect the...
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...Business as Usual is Not an Option Supply Chains and Sourcing after Rana Plaza Sarah Labowitz and Dorothée Baumann-Pauly April 2014 About the Center for Business and Human Rights at New York University Stern School of Business “At NYU Stern, we develop people and ideas that transform the challenges of the 21st century into opportunities to create value for business and society. Our Center for Business and Human Rights is the embodiment of that mission. By creating a safe haven for open dialogue and convening relevant voices for discussion around practical solutions to some of the world’s most pressing problems, the Center, and by extension this report, demonstrate that profit and principle can co-exist. ” –Peter Henry, Dean NYU Stern School of Business Dean Henry launched the Center for Business and Human Rights in March 2013 with a strong belief in the power of business to create positive change in society. In that spirit, the Center’s mission is to challenge and empower businesses to make practical progress on human rights in their own operations. It is the first center to focus on human rights as an integral part of a business school. We start from the premise that business can and does work for the good of society. We support the goal of business to create value while emphasizing high standards for human rights performance. Each year, we take on a major project around a set of human rights challenges in a sector that is of foremost concern for companies, consumers...
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...Discuss the meaning of 7 Identify the different types of objective After studying this chapter, you should be able to 8 Discuss the role of ethics in discipline and how to investigate a disciplinary problem. two approaches to disciplinary action. alternative dispute resolution procedures. the management of human resources. organizational rules. PART 5 Enhancing Employee-Management Relations Managing Human Resources, 14e, Bohlander/Snell - © 2007 Thomson South-Western 549 550 PART 5 Enhancing Employee-Management Relations n this chapter we discuss employee rights, workplace privacy, and employee discipline. Managers note that these topics have a major influence on the activities of both employees and supervisors. Robert J. Deeny, an employment attorney, has stated that employee rights and workplace privacy will “continue to be the hottest employment law topics into the twenty-first century.”1 For example, while drug testing, e-mail privileges, and employee monitoring are routinely debated, employers are now using location awareness technology, global positioning systems (GPSs), and companyprovided cell phones to track and locate...
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