...into outputs through a series of conversion mechanism. These outputs then flow back into the environment through a feedback loop * feedback loop- the mechanism by which outputs of the industrial relations system flow back to the external environment INPUTS PROCESSES OUTPUTS System Approach Model (Craig) Different from Dunlop by external environment into outputs, conversions mechanism, outputs through feedback loop 1- External Inputs (legal, environment, political) 2- Actors 3- Internal Inputs (goals, strategy) 4-Conversion Mechanism (collective bargaining) 5- Outputs (rights, hours, wages, strikes) 6- Feedback Loop System Approach Model (Dunlop) 1) Actors – govn agencies / hierarchy of mgrs / hierarchy of employees (financial environment influences all 3 actors) 2) Ideology – ideas/beliefs by Actors helps bind system together 3) Context – actors influence by environment factors / market constraints (wages/production) /workplace 4) Web Rules – procedure (making rules) / substantive (employment rules) / distributive Critism – lacks ability to predict outcomes / underestimates power / descriptive in nature CHAPTER 2 Industrial disputes investigation act , 1907 Created by Wiliam King The act is a cornerstone of Canadian law, marks an ongoing trend in Canadian legislation, namely the need for third-party intervention prior to a strike 2016-02-09 10:35 AM  - the act required that all workers and employers in certain industries submit their disputes to a three...
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...relations include improved morale and commitment, fewer grievances, productivity increases, and better control of labour costs. (Waiganjo, 2012) However there are three theories on how this can be obtained: unitarism, pluralist and radical perspectives. Each of these perspectives takes a different approach to the workplace and the roles of the parties involved; but not all will be effective in today’s evolving labour market. If you want to make peace with your enemy, you have to work With your enemy. Then he becomes your partner. - Nelson Mandela The unitarist approach to industrial relations is one of mutual benefit; the management and other members of staff are presumed to share a common purpose emphasizing mutual cooperation. (Waiganjo, 2012) This approach to working relationship promotes the virtues of teamwork, where everyone strives to reach a common objective. Many Canadians take a unitarist view point when it comes to the employment contract. An employee comes into the workplace to do an employer’s wok and the employer’s agenda is the one that matters. (Foster and Barnetson, 2012, Unit 2, Lesson 6) For the employee, Unitarism means the workplace should be flexible. Individuals should be business process improvement oriented, multi-skilled and ready to tackle...
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...Collective Bargaining DeVry University HRM330/Labor Relations Professor TITLE PAGE Introduction…………………………………………………………………………………………………………… What is Collective Bargaining....................................................................................................................... History of Collective Bargaining…………………………………………………………………………………….. Importance of Collective Bargaining……………………………………………………………………………….. a. Importance to Employee b. Importance to Employer The Collective Bargaining 5 Step Process……………………………………………………………………….. a. Prepare b. Discuss c. Propose d. Bargain e. Settlement The Collective Bargaining Tactics………………………………………………………………………………… a. Intra-Organizational Bargaining b. Attitudinal Restructuring c. Integrative Bargaining d. Distributive Bargaining Issues of Collective Bargaining……………………………………………………………………………………. a. Wages b. Benefits c. Work Conditions Bargaining Deadlocks ……………………………………………………………………………………………… a. Strikes 1. Economic Strikes 2. Sympathetic Strikes 3. General Strikes 4. Wild Cat Strikes Conclusion …………………………………………………………………………………………………………….. Introduction Collective Bargaining has been used as a tool for improving working condition; increasing workers income and making sure the employees are being treated fairly. It is the process of negotiating between the employers and employee to reach an agreement that regulates working conditions and it...
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...Lyceum of the Philippines University - Batangas Graduate School | Employment Rights | Trends and Issues | | Ma Chere Gracita C. Reyes-Bilog | 04/25/2015 | Name: Ma Chere Gracita C. Reyes-Bilog C/Y/S: Masters in Business Administration S/T/R/D: MBA 518 / 1-4 PM / SHL 203 / Sat Professor: Dr. Leon R. Ramos, Jr. | Abstract Objectives: A. Cognitive: Identify the different rights of an employee. B. Affective: Develop a better understanding of the rights of the employee. C. Psychomotor: Apply the concepts to real-life situations and work conditions and be guided by the knowledge acquired in developing good corporate governance policies relating the rights of the employees. Definition of terms: Authorized Causes refers to the grounds of dismissal s to the grounds of dismissal that are allowed by law on grounds of business or organizational necessity (Atienza, 2004). Casual Employment refers employment which is neither regular, nor for a fixed period nor seasonal (Labor Code). It is one where an employee is engaged to perform a job, work or service which is merely incidental to the business of the employer, and such ob, work or service, is for a definite period made known to the employer at the time of the employment (Omnibus Rules Implementing the Labor Code). Constitution refers to the standard of validity for all acts, both public and private. It is a written instrument that serves as the fundamental or supreme law of the land (Carmelo...
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...employee protection was not a high priority for businesses. Many restraints put on small businesses prevented the growth of private sector corporations (Steiner & Steiner, 2012). Resulting in high unemployment rates and slow economic growth (Steiner & Steiner, 2012). There has been strains placed on the permanent employment system in Japan, because of the larger number of older workers and the increase in the retirement age (Gould, 1984). Historically the U.S government did not interfere in employee relations; employees at times were treated like property, or as a means for production cost. There was decreases in wages and no incentive to improve working conditions. In the 1930s is when the U.S government started to regulate the workplace power imbalance and employee favoritism. There was a substantial difference between the attitude of Japanese and American employers. In America, terminations and layoffs are familiar; there have not been any alternatives to these procedures in times of...
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...ASIA E UNIVERSITY EXECUTIVE BACHELORS IN MANAGEMENT (HRM) ASSIGNMENT INDUSTRIAL RELATIONS Q2. What is the role of the Ministry of Human Resources in the industrial relations system? Who are the parties involved in the industrial relations system? The scope of Ministry of Human Resources in the industrial relations system encompass employee and workers state of safety, health and welfare and human resource matters such as training, employment, labour rights and industrial relations. It includes the PERKESO (Pertubuhan Keselamatan Sosial), PSMB (Pembangunan Sumber Manusia Berhad), JTM (Jabatan Tenaga Malaysia), JKKP (Jabatan Keselamatan dan Kesihatan Pekerja). The role of the Human Resources Ministry is to encourage harmonious relationships between employers and employees in the interest of the nation’s productivity. The objective of Human Resource Ministry in the industrial relations is: • To protect the welfare of the employees-safety, and rights • To promote good employer-employee relationship through a stable and peaceful Industrial Relations system • To equip the unemployed with basic industrial skills and to improve the skill level of the workforce • To assist in maximizing country’s manpower resources through manpower planning • Department of Labour, Peninsular Malaysia, Sabah and Sarawak-enforces Employment Act 1955, Workmen’s Compensation Act 1952, Wages Council Act 1947, Young Persons Act 1966, Employment Restriction Act 1968...
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...Collective Bargaining What is Collective Bargaining? Collective bargaining consists of negotiations between an employer and a group of employees so as to determine the conditions of employment. The result of collective bargaining procedures is a collective agreement. Employees are often represented in bargaining by a union or other labor organization. By help of collective Bargaining, both employees and employers can negotiate about the specific issues, in terms of notional law, such as: the rules that govern their relationship, wages, hiring practices, layoff, promotions, safety of work, job conditions, working hours, work discipline, benefit programs, and etc. Once both sides have reached a contract that they find agreeable, it is signed and kept in place for a set period of time, most commonly three-five years. The final contract is called a collective bargaining agreement; it represents the fact that it is the result of a collective bargaining effort. When Did Collaborative Bargaining Start? The beginning of collective bargaining goes back in the late nineteenth century, when workers began to stimulate for more rights in their workplaces. Many skilled markets had begun using their skills as bargaining tools to force their employers to accept their workplace needs. Other workers relied on sheer numbers, creating general strikes to protest not suitable working conditions. Several labor pioneers started to establish a collective bargaining system so that labor negotiations...
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...employees in unionized workplaces, or those who could unionize, and laws that affects the workplace. This includes processes and rules related to collective bargaining. The government provides a fair and balanced framework of labor relations and dispute settlement. With policy development and analysis of trends and issues of labor relations, the government provides facilitation and education, dispute resolution services and information for collective bargaining. The Canadian Labour Congress is releasing this study to show just how much better the union advantage truly is – both nationally and in 30 communities across the country. This study shows that in Canada on an average, unionized workers get almost $5 more an hour than non-union workers. A union is a group of workers who come together for making collective decisions about their work and working conditions. There is a democratic union in which the members elect the leaders through voting process. With the help of collective bargaining, these leaders negotiate with the employer in terms of wages, safety, working conditions, hours, and other benefits, on behalf of the members. The rights of unionized workers may vary extensively depending on the country, region and industry. Also rules, regulations and laws can also be amazingly complex. These rights are constantly evolving, and state governments adopt national laws to defend or diminish the rights of unionized workers. A non-unionized workplace is a workplace where there is no...
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...richest and poorest individuals in the U.S. is in part due to the weakened position of labor unions. TRUE Difficulty: Easy 3. (p. 5) When an employer uses an employee suggestion box to gather ideas and concerns from its employees, it is primarily addressing the labor relations goal of efficiency. FALSE Difficulty: Moderate 4. (p. 5) The goals of efficiency, equity, and voice in the workplace rarely conflict with one another. FALSE Difficulty: Easy 5. (p. 6) A key role of unions is to negotiate work rules and practices that ensure fair treatment of employees by their managers and employers. TRUE Difficulty: Easy 6. (p. 6-7) In the United States, employees have broad protections against arbitrary dismissal such that employers must provide a good, business related reason for firing someone. FALSE Difficulty: Moderate 7. (p. 6) The official policy of the Unites States is to protect workers’ rights to act together for mutual aid and protection in the workplace and to promote collective bargaining as a way to resolve workplace conflict. TRUE Difficulty: Moderate 8. (p. 7) In the U.S., workers can generally be discharged for good cause, no cause, and even a morally wrong cause. TRUE Difficulty: Moderate 9. (p. 7) Most industrialized countries give employers wide latitude to dismiss employees "at will" (i.e., without a just cause.) FALSE Difficulty: Moderate 10. (p. 7) In 2011, the Packers beat the Chicago...
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...1. The difference between a cost-of living adjustment and an annual improvement factor is that a cost-of living adjustment is An adjustment made to Social Security and supplemental security income in order to adjust benefits to counteract the effects of inflation and an annual improvement factor is a provision in a labor contract calling for an annual increase in the hourly wage rates of the workers so as to provide a constantly rising standard of living. 2. Five reasons pension plans became popular are the populations increased longevity and commensurate lengthening of the number of postretirement years. The spread of union-spawned seniority and labor provisions in labor contracts as well as the illegalization of compulsory retirement for most jobs. The modest level of benefits provided by social security system. There was a growing managerial awareness of an organizations obligation to employees after retirement and seniority supervision. 3. Closed Shop- Belong to union before getting the job. Union Shop- Can join union after 30 days of being hired. Maitenence of Membership- Can decide whether they join the union or not. Agency Shop- Non union members of bargaining unit must make financial contribution, but no one is compelled to join the union. Preferential Shop- Gives union members the preference of hiring but allows the hiring of non-unionist. 4. A "checkoff" is a dues-collection method, where the employer agrees to deduct from the employees pay monthly...
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...labor relations MG420 RESEARCH assignment pAPER MG420 Labor Relations July 2015 TABLE OF CONTENTS Topic Page 1. Collective Bargaining 2 * Four Components of a Collective Bargaining Agreement 2 2. Three U.S. Laws Supporting Collective Bargaining 5 * Three Examples of Employer Unfair Labor Practices 5 3. Establishing and Decertifying a Collective Bargaining Unit 9 * Part of the Process of Establishing a Union 9 * Part of the Process of Decertifying a Union 9 4. Administering a Collective Bargaining Agreement 12 * Role and Function of an Arbitrator 12 Conclusion 14 Works Cited 16 1. Define the term “collective bargaining” and list and describe four issues that are mandatory components of a collective bargaining agreement. Include and discuss [showing relevance or applicability] at least one reference found in our text, along with a current web-based news item/magazine article about a real life example of a collective bargaining action. Pick any two of the four mandatory components you've listed and include and discuss [showing relevance or applicability] at least one reference found in our text, along with a current web-based news item/magazine article about each of those [two] collective bargaining issues in action. Collective bargaining is the process of negotiations involving the representatives of the employer and employee for terms and conditions of employment that will apply to the employee. In the United...
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...“a broader perspective would see labour law as the normative framework for the existence and operation of all the institutions of the labour market: the business enterprise, trade unions, employers’ associations and, in its capacity as regulator and as employer, the state. The starting point for analysis is the existence of the employment relationship as a distinct economic and legal category.” Using Deakin and Morris’s definition, Dunlop’s Systems Theory comes alive as labour law can be seen as the “rules” that govern behaviour (normative framework) within the Industrial Relations system, which is dictated by “context”- economic, social and otherwise; “ideology” – political; and power. Rosemarie Antoine’s argument supports the latter as she believes the ideological construct law which is evident in labour law reflects society’s core beliefs of social organization and equity. They also described the “Actors” in the employment relationship (employees’...
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...to employ workers at the lowest cost and workers have weak power, they are unable to secure a good wage or benefits. There is also managerial prerogative in which managers have “the right to manage” because they are the “legitimate agent of the employer” and have the possession of certain skills (William and Adam-Smith 2006) resulting in workers having no voice in decision-making. As a result of the difference in power between workers and employers and the lack of voice in decision making, this entices workers to join a trade union. The main roles of the trade union are to provide a counterbalance to managerial prerogative through employee representation and participation in job regulation. This process is known as collective bargaining. Collective bargaining is a “rule-making process” (Ewing 2005) that set the term and conditions on which labour is hired and allows workers to challenge and influence managerial decisions...
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...distinct management philosophy which emerged as a perspective to manage the human resources in an effective manner for the benefit of an organization. Last decade it had witnessed a great exploitation towards the employees in terms of the working hours, payment, and working condition which in turn resulted to the development of their representative group as an employee’s union. As per the article ‘The role of Unions or HR in workplace’ “Unions have been in existence since 1935” (Morreaux, 2013, par.4) when the national labor relation law was passed, which was the first labor relation law. Employee unions were primarily formed for the purpose of representing the employment problem before the management and engaged in “collective bargaining” (Morreaux, 2013, par.3) with the employers in order to protect the worker’s interest and prevent it against exploitation. The prime purpose and the most attractive feature of an employee union is the collective bargaining power. As per the article ‘The Role of Unions or HR in Workplace’, collective bargaining is rightly been quoted as “negotiation process” (Morreaux, 2013, par.3) between the representative of management or human resource department with the union representative in the area of matter concerning to the...
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...wanted to improve the terms and condition in the workplace. In Singapore, trade union has defined as any organization of employers or employees have main objectives. First of the objective is to establish relation in the economy. Another objective is to create a win- win situation for both employee and the employer; this objective also will be effect to Singapore economy. Lastly is to create a better standardized working environment for the employee and employer. The impact of union is to improve worker safety, increase salary for union workers, to end child labor practices, raise the standard of living, reduce working hours in a week and give other benefits. From the survey in 1994 by former Secretary of Labor John Dunlop, 59 percent of employees said that they employer will dislike them if they support an organization and 79 percent of employees agreed if employees who are trying to organize the union, they will more likely to get fired. In Singapore, under section 2 of the Trade Union Act says that any person aged 16 and above and who is hired under a contract of services can join a union. Government employees other than those in the Police force and Armed Forces can join unions. NTUC is one of federation of unions in Singapore which formed in 2001 until now. The main objectives of the NTUC are: ❖ To help Singapore stay competitive ❖ To help worker to remain employable for life ❖ To enhance the social status and well being of workers ❖ To build...
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