2.7 Industrial/Employee Relations (HL) Flashcards
Collective Bargaining
It is the process of negotiation of working conditions and pay between the employer and employees, or their representatives.
Advs of Collective Bargaining
Mutually beneficial outcomes because collective bargaining aims for agreements that satisfy both employees and employers, fostering a cooperative work environment.
Improved working conditions as employees can negotiate for better terms and conditions of employment, leading to a safer and more productive workplace.
Fair negotiations can enhance the organisation’s corporate image
Disadvs of Collective Bargaining
Potential for conflict as collective bargaining can lead to disputes between employees and employers
Collective bargaining can be a very time-consuming process. Negotiations can delay necessary changes or improvements.
Collective bargaining can be a highly complex process, including legal considerations.
Work-to-rule
Means that all employees follow all the rules, regulations and policies of the organisation, word for word.
The intention of doing this is to purposely disrupt production and reduce productivity as people work at the minimum or lowest possible standard as stipulated in the employment contract
Advs of Work-to-rule
Work-to-rule demonstrate unity and commitment, thereby putting pressure on the management team to address their concerns and reach a resolution.
It can help employees to maintain a healthy work-life balance by discouraging excessive or unpaid overtime work.
It can provide employees with a sense of empowerment and control, as all workers agree to strictly adhere to the established rules and procedures of the organisation.
Disadvs of work-to-rule
It is likely to cause a slowdown in output and lower productivity because employees strictly adhere to the minimum requirements outlined in their employment contracts.
It can negatively impact customer satisfaction and relationships, as employees may strictly follow procedures that do not prioritise customer service.
Work-to-rule can undermine innovation and creativity in the workplace, as employees are less inclined to propose or implement new ideas or approaches.
Strike Action
-It’s an extreme form of industrial action that involves an outright refusal by employees to work.
-Deliberately refusing to work to put pressure on their employers to address specific demands.
Advs of Strike Action
Strike action can give employees increased leverage as an approach to conflict resolution. It puts pressure on employers to address disputes and grievances, potentially leading to better terms.
Strengthen unity and solidarity amongst employees, fostering team cohesiveness in the workplace.
A well-supported strike can lead to swift negotiations and conflict resolutions from employers.
Disadvs of Strike Action
The major drawback for employees who take strike action is the loss of income. Employees do not get paid during the strike.
Employees may also face negative consequences on their return to work, such as strained relationships with senior management or the loss of job security
During the period of strikes, employers may face legal challenges from labour union representatives.
Disrupt business and production, harming profits.
Threats of Redundancies
Redundancies (or layoffs) occur when an organisation cuts back on its staffing as certain job roles are no longer required.
Employer representatives might put pressure (or threaten) employees with redundancies to resolve industrial unrest in the workplace.
Changes of Contract
Contract changes can include a review of employment hours, pay structures, fringe benefits, and different terms and conditions of employment.
These changes may prove to be so unattractive that the workers resort to the demands of the employer, who reverts to using the previous employment contract, or the workers resign from their jobs.
Closure
-Occurs when employers shut the business indefinitely (until further notice) in response to extreme industrial action of their employees (such as strike action).
Closure, or the threat of a closure, serves to encourage employees back to work, rather than risk losing pay or even their job.
Lock out
-This occurs when employers shut out their employees. Locks may be changed, and/or added security measures are used to prevent employees from entering the workplace.
-As the employees cannot get into the workplace, they simply cannot work.
Conciliation
is the process of using a mediator to help facilitate negotiations during the conflict resolution process. An independent mediator (or judge) meets each party separately and helps resolve their differences.
Arbitration
is an extension of conciliation. However, it involves using an independent arbitrator who decides on the most appropriate outcome after considering the demands of both parties in the conflict situation.
Industrial Democracy
-Refers to the involvement of employees in the decision-making process, as their views are important in considering the strategic direction of the organisation.
Employee Participation
-This means that workers are given responsibilities and autonomy to do their jobs. It also involves empowering workers, so they gain a sense of ownership, to complete their jobs.
No-strike agreement
-It is a promise from the employee representatives that their members will not resort to strike action as a method of industrial action
However, such an agreement also requires the employer representatives to keep to their pledge in the agreement to resolve matters of industrial unrest.
Single-union agreement
Arrangement whereby the employer’s representative conducts negotiations with one main trade union, rather than several/multiple labour unions.
As the employer only has to deal with one major trade union that represents all employees. Smoother and more efficient.
