2.6 Employer and employee relations Flashcards
- Distinguish between negotiations and collective bargaining.
Collective bargaining refers to the process by which pay and conditions of work are settled by negotiations between employers and employees, or by their respective representatives. Negotiation is a bargaining process whereby two or more parties attempt to achieve a mutually acceptable result.
- What are labour unions (trade unions)?
Trade union is an organization whose members unite to protect their rights and welfare.
- What are employer’s associations?
Employer’s associations are organizations that represent the general views and interests of all businesses within a certain industry by negotiating with unions and influencing government action.
- The outcome of any negotiation or collective bargaining process depends on several factors. State five of these factors.
The level of experience and skills of the negotiators.
The number of members and the degree of unity within the trade union
The state of the economy
Public and media opinion
Government involvement
- What are some issues that labour unions may deal with?
Negotiating with employers for increased pay and benefits.
Improving the conditions of work for their members, e.g. working hour and rest breaks.
Supporting members with necessary legal advice, as and when needed.
Providing financial support and legal advice to members who might have been unfairly dismissed or made redundant.
- Distinguish between ‘go-slow’ and ‘work-to-rule’.
Go-slows: employees work at the minimum pace allowable in their employment contract.
Work-to-rule: when employees do the absolute minimum required according to the rules set by the employer.
- Differentiate between ‘lock-outs’ and ‘closures’.
Closure: to close the business.
Lock-out: when the employer temporarily stops employees from working during an
industrial dispute. The business may hire security guards and/or change the locks of the premises to prevent employees from entering the premises
- What is meant by conflict and why does it become a / problem if not managed properly?
Conflict refers to a situation of friction or mutually exclusive goals between two or more parties, such as employees and employers. Problems of conflict in the workplace include:
Hinder productivity
Reduce level of staff morale
Cause inappropriate conduct
Fuel the internal politics
Hamper opportunities for collaborative teams
- Distinguish between conciliation and arbitration.
Conciliation is a process whereby the parties involved in a dispute agree to use the services of an independent mediator. Arbitration is similar to conciliation in that an external entity is used as part of conflict resolution. However, the process involves an independent arbitrator deciding on an appropriate outcome.
- Why might employee participation and industrial democracy lead to a win-win outcome?
Employers benefit from a more cooperative workforce that is less likely to engage in industrial action. Employees benefit from higher levels of morale and an increase in job satisfaction. As a result, absenteeism and labour turnover rates are also likely to fall.
- How might no-strike agreements help to improve the image of a labour union?
This has helped the union to sustain its membership and reassured employers and other stakeholder groups that the employees will not strike at the expense of the business.
- What are the reasons for resistance to change in the workplace?
Self-interest often takes priority over organisational objectives.
Low tolerance of change because people prefer familiarity to disruptions and uncertainties.
Misinformation causes misunderstandings because the purpose of change has not been communicated properly.
Different assessments of the situation occur when there are different interpretations of circumstances
- Outline the human resource strategies for reducing the impact of change and resistance to change.
Education and communication Participation and involvement Facilitation and support Negotiation and agreement Manipulation and co-option Explicitly and implicit coercion
