1.4.1 Approaches to staffing (3/3) Flashcards
difference between Dismissal and Redundancy
Dismissal - termination of an employee by an employer against their will (Firing)
Redundancy - When you are no longer needed and required
Some employees may be dismissed on unlawful ground T/F?
True
Employees are not entitled to redundancy/severance payments when made redundant
False they are entitled to redundancy payments
Employer/Employee relationship
Why is the quality of relationship between employee and employer important?
Because it has an impact on the welfare of the employee and the performance of the business
The areas that play a significant part in the relationship between employees and employers
Why do these areas play a significant part
- Rates of pay
- introduction of new technology
- Flexible working
- Work conditions
Play a significant part because these areas are areas where conflict may arise between employers and employees
Examples of how conflict may arise in these areas
Pay - employers attempt to keep wages low to control costs & remain competitive VS employees wanting high wages to maintain good standard of living
Introduction of new technology - More efficiency for business VS possible job losses or learning new production techniques
Flexible working - Can keep costs down VS uncertainty for staff
Work Conditions - better working conditions vs costs of implementing
The relationship that exists between employers and employees can be shaped using how many approaches
What are they
2
Individual Bargaining
Collective Bargaining
Individual Bargaining
Pros?
Cons?
refers to when a single worker negotiates their working conditions and pay with management
Collective Bargaining
refers to the negotiation of work condition between the employers and workforce representatives
Most common workforce representatives
Trade Unions
Trade unions
An organisation established to protect and improve the economic and working conditions of workers e.g Teachers union
What trade unions do (2)
- focus on negotiations of pay and conditions
- Represent members at industrial tribunals and give workers advice on employment issues
Pros of collective bargaining
1) Keeps abusive employers powerless
2) Provides security and stability - unlikely to be unlawfully terminated + have representatives to fight for employment rights
Cons of collective bargaining (4)
1) Negotiations can result in more bureaucracy and can take longer
2) Views of individuals may not always be represented in collective bargaining.
3) Negotiations costs may be higher than individual bargaining
4) Failure to agree can have consequences e.g strike action
